You deserve applause for dropping the dreaded ratings system, but when you make the big change, don’t lose your entire performance management system: You still need continuous performance management. Global Leadership Forecast 2018 research showed that when so-called progressive technology companies dropped their only form of performance management, they experienced negative consequences. In fact, 32% of leaders in tech say that they “never meet with their managers to have performance discussions.” For the tech leaders who do meet with their team of managers, however, the conversations are reportedly focused more on current performance rather than on progress. It’s not surprising, then, to learn that tech leaders also rank their programs for performance management much lower than most other industries.
Continuous, agile performance management’s replacement of the traditional, annual review is SO 2016.
There’s no more structured process or need for employees’ nerves to shake, rattle and roll as they approach their boss’s office every 365 days, but that’s nothing new. Continuous performance management has evolved into new world of high performance that demands much more than increased frequency and leadership agility.
Learn how to support a more personalized experience for employees by evolving from a manager-led strategy to one that empowers the employee with more control over his or her performance and development.