8 Tips for Moving to the Continuous Performance Management Model
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.
