![]() ![]() It’s just a matter of rethinking performance management not as an atrophied muscle to flex once every six months, but one that can be exercised all the time and, ultimately, make everyone in the organization stronger. Performance assessments can be of great value to everyone since a robust and integrated system can increase employee engagement and therefore improve business processes and outcomes. That’s why it’s time to put conventional thinking in the rearview mirror. Regardless of the approach, the COVID-19 pandemic left people and managers without direct interaction for months, making it hard to imagine any kind of effective system for performance reviews in the current business landscape. Meanwhile, some startups use no employee evaluations or performance assessments at all. And if you’ve ever worked at a startup, a young, eager CEO might have instituted extensive 360-degree employee reviews, which required everyone to spend days developing in-depth evaluations of people up, down, and across the organization. In addition, the performance management process is often time-consuming, with managers rummaging through old e-mails to inform the evaluation. Most of us can recall a time when we received a glowing employee evaluation but no boost in compensation or a lukewarm performance appraisal that resulted in a promotion. The performance review, as most people know it, is a dinosaur that doesn’t serve people, managers, or the organization particularly well.
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