In recent years, leading organizations have begun using a continuous approach to performance management. Companies like GE, Deloitte, and Accenture are just a few who have replaced legacy performance reviews with ongoing tactics such as two-way feedback loops. In doing so, they’ve eliminated manager biases, alleviated stress and frustration surrounding yearly appraisals, and most importantly, delivered ongoing feedback and coaching to actually help employees improve performance.
By this point, most of us know why we need to switch to continuous performance management. The question still remains: How can we make the change effectively?
