Performance Management

I was recently fortunate enough to attend a round table discussion on Innovation in Reward hosted by Juan Alonso (Head of Reward at EBRD).  The BTN holds these sessions from time to time and I have always found them valuable.  This particular session was focused on Reward, performance and EVP, and immediately when introductions were over I realised that I seemed to be the only non-reward professional in attendance, myself being an HR Director with a Generalist background.  So, I thought as we started thi

Following my recent article about why performance management systems need to change, many people have messaged me asking how they can make the shift from batch-processing of annual employee appraisals to a continuous-flow of performance development.

To begin, let us undress what people are seeking to move away from. 

When Netflix, Adobe, and Google refused to do annual performance reviews of its associates, HR traditionalists dismissed it as a fashionable trend that could only be applied in start ups or high tech firms.

But then, some of the worlds largest and oldest corporations began to follow suit. Intrigue turned into a global transformation when high performance driven organizations such as GE, SAP, Cigna Health Insurance, Accenture, Microsoft, Morgan Stanley, Goldman Sachs and Deloitte have ditched "one size fits all" annual performance rating scales.

If you have followed the logic of my argument in this 3-part series of blogs to date (here and here) then by now we’ve hopefully reached a tipping point where: