By now, we have all noticed the overwhelming trend to ditch performance rating scales and instead, have performance appraisals and performance management be centered on quality conversations and continuous feedback.
Organizations like Adobe, Deloitte, Microsoft, Accenture and even GE are all examples of organizations that committed to ending using a single number to define performance.
This makes complete sense — in theory. But what we are seeing on the ground is that practically, this isn’t working for many organizations. At least not by simply getting rid of ratings.
