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There is a clear and steady disparity between the goals and realities of performance management.

Performance Management Can Be Fixed

The hope is that performance management will drive business results, employee performance, and employee engagement.

But in actuality most performance management activities are highly administrative and drive only short-term behavior changes.


Understanding what drives Enterprise Contribution day to day (e.g., rewards, culture, employee development), and navigating the complexity of the new work environment, is critical to building and sustaining a high-performance culture today.

The best companies follow three key steps:

  1. Align the performance management approach to business strategies
  2. Streamline or redesign the performance management system to deliver more value
  3. Embed key performance management behaviors in the organization's culture