Current Situation
Traditional performance management relies on annual or semiannual reviews, leading to a lag in feedback and potential misalignment with real-time business needs. The infrequent nature of these reviews meant they were often seen as high-pressure situations, not conducive to genuine feedback and growth. With the rise of technology, many organizations are recognizing the pitfalls of this approach but are only in the initial stages of implementing more continuous feedback systems.
Goals and Objectives
Goals:
Reduce the punitive nature of 1:1 performance management that pits managers and employees against on opposite sides of the table.
Gain more mutual visibility into employee performance for both employees and managers to constantly chart alignment between individual growth and OKRs.
Strategies:
Merge the worlds of employee feedback and performance systems to analyze full-view performance with context in mind. Enable real-time metrics and place the dashboards mutually in the hands of managers and employees.
Technology Deployed
Performance management
VoE — surveys, comms management, feedback loops
Employee dashboard
Manager dashboard
Employee and people analytics
360 reviews
Use Case Summary
Employee performance is no longer a separate competency from employee growth, development, and contributions to organizational performance. The modern use case for performance is to place measures for progression individually in the hands of each employee and collectively in the hands of managers so that both can work on measures for mutual improvement based on the value of contribution and growth.