Performance management can make or break your workplace culture. So why are so many companies still doing it the same old way?
2018 GLOBAL CULTURE STUDY, O.C. TANNER INSTITUTE
The era of the annual performance review is over. Hooray, says everyone, but what now? The goals for performance management are the same as ever: fuel growth, reduce turnover, develop leadership, and inspire a workplace culture people love. But how to go about achieving those goals is up for grabs. Luckily, a lot of research by a lot of really smart people all points to the same solution: continuous performance management.
Instead of trying to compress an entire year of feedback into a single, massive review, break it up into smaller, more manageable reviews spaced out across the year. Even better, do away with the rigid structure of traditional performance reviews and replace it with flexible check-ins that give the leader/employee relationship some room to breathe. And while we’re at it, let’s strip away the complexities and conflicting expectations so leaders can focus their feedback and their teams can draw a clear line between their actions and their performance. Suddenly, no one’s sweating the annual review, leaders and teams are connecting, and everyone is on the same page, striving to do the best work of their lives.
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