Making superficial adjustments to performance management (PM) perpetuates a 20th-century system that continues to disappoint employees, managers, organizational leadership, and HR. If you’re like me, you’ve learned that the continual tweaking of ratings, forms, and competencies falls short of producing an effective system. As you contemplate your next fix, I encourage you to step back from altering the existing process and re-orient your thinking.
We have all heard that PM is evolving, moving to the continuous conversation model versus reviewing and rating last year’s performance. Here are eight tips for modernizing your organization’s process:
