The death of the annual performance review was a hot topic in 2015. The decision made by several big name companies like Adobe, GE, and Accenture to ditch their annual reviews made a big public splash and got many HR professionals wondering... is time to follow suit?
Here's the thing: Performance management isn't dead. But... the old way of thinking about it is! In fact, there are many ways to transform performance management from a once-a-year pain to a meaningful, ongoing cycle. Here are three alternatives to the annual performance review from a recent presentation I gave at DisruptHR’s event in Ottawa:
Changing the way we look at performance management
Yes, the traditional annual performance review process is flawed. We all know it can be too time consuming, complicated, and not very popular with managers and employees alike. When done poorly, the performance appraisal process can actually lead to lower employee engagement and productivity.
This is why organizations need to support managers and employees when it comes to ongoing performance management. The main benefit of ongoing performance management is that it encourages managers to coach employees and provide feedback on a consistent basis, supporting the conditions and behaviors for high performance.
I invite you to watch our webinar to learn about more ways you can make ongoing performance management a reality for your organization!