Rethinking performance management is top of mind for many of today’s HR leaders. After all, you’re not only responsible for shaping your company’s overall culture, but also helping your people develop, perform at their best and genuinely want to come to work every day.
Taking on this multitude of responsibilities can be daunting, especially in the age of websites like Glassdoor where even one negative review can impact hiring and onboarding. Your employees want to feel empowered, which means they want to have a voice—and be heard—within their own organization. To do this, HR leaders are beginning to realize they should become more proactive, instead of just reactive, in helping their employees succeed.
Organizations everywhere are gearing up for their yearly performance reviews. Managers are filling out paperwork and straining their memories back across an entire year to recall employees’ major successes and failures, and employees are bracing themselves for bad news or daring to hope for an above-average salary increase. Either way, the traditional performance review is past its “sell-by” date.
The modern workplace is one that has turned traditional ideas about how work happens, how to manage talent and what drives business success upside down. To start with, an expanding global marketplace has made it nearly impossible ...Read more