A Remedy for the “Underperforming” Performance Review

Webcast Highlights:

How social recognition …

1. Eliminates the unfairness of a “single evaluator” model
2. Encourages and captures multiple points of view
3. Offers feedback and direction that is more actionable
4. Makes the entire process more efficient and transparent for everyone involved
5. Aligns perfectly with agile performance processes

The current performance review process is ineffective: Executives find fault with it, managers rank reviews as one of their most disliked tasks, and employees distrust the process.   

The practice needs change; it’s counterproductive, time consuming and, more often than not, de-motivating.

The majority of senior executives believe that their current process is outdated, ineffective and needs a fresh approach. This is especially true in organizations that follow an agile performance philosophy

Whether you are looking to do away with yours completely or are simply thinking about revamping it, your goal should be to expand the range of feedback employees receive, add credibility and transparency to the process and reduce the time it takes to prepare. Social recognition aligns perfectly to all of those objectives.