While the performance review has been around forever, the annual or semi-annual process is no longer enough for either manager or employee to rely upon, especially in a globalized business world of virtual teams, limited face-to-face contact, and rapidly forming and disbanding project teams. Progressive organizations that are aware of this trend have leveraged Web 2.0 technologies and solutions to more effectively connect people from around the world. Managers and employees use these tools to communicate on a daily basis, with manager providing more frequent guidance and feedback to speed employee development and engagement.
In the era of the distributed workforce, communication strategies and the tools to enable them must be continually rethought so that worldwide employee behavior and the goals of leadership remain aligned. A philosophy of ongoing performance assessment and continual feedback is a key component of that alignment. What are the actions and tools required for adopting that philosophy? What organizational impact can be anticipated following adoption?
Come and learn:
Reasons why the era of 6-month or 12-month assessments is over (e.g., work and responsibilities change much more quickly, work itself is much more fluid, workers who don't see their leaders need constant encouragement, prodding, assessment, motivation even more than face-to-face staff do but seldom get it)
The types of tools used to create daily formal and informal assessments including instant messaging, collaborative spaces, virtual worlds (e.g. Second Life), and skill management systems