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Dissatisfaction with performance management is on the rise.

Putting "Performance" Back Into Performance Management

There is appetite for change, but the options are overwhelming and often expensive.

We have identified three shifts companies must make to enable their employees to perform to their potential:

First, innovate on traditional goal setting practices by "linking up" to the organization's priorities.

Second, provide employees the guidance and structure needed to practice new, critical skills in day-to-day work.

Finally, focus employee performance discussions on the performance itself instead of numerical ratings.

 

 

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