Performance management process affects all the challenges related to learning and development, leadership, culture and engagement and workforce capability and hence, is one of the most important processes for organizational transformation.
If we consider the case of Adobe, in 2012, Adobe instituted “check-ins”—ongoing discussions between managers and employees to set expectations, offer feedback on performance, and recognize strong work. The initial impact was profound: Adobe benefited from a 30 percent reduction in voluntary turnover in a highly competitive talent environment.
Performance management is being reinvented for a new, forward-looking purpose: to serve as an efficient, focused business process that improves employee engagement and drives business results and focuses majorly on agile goal setting, regular feedback, coaching, and development.
Critical Questions
- How much time do your appraisals consume?
- Is your PMS used as a development tool or not?
- Does your PMS help you to drive your business results?
- Is your PMS aligned with your talent management?
- Are your managers trained enough to provide feedback and coaching to their teams?
- Do you have individual development plans?
- Do you want to implement global best in class performance management system?
- What action steps are required to achieve the best in class PMS?
- How to create a feedback and coaching culture?
Best Practices
Goals and Performance Management: Continuous Feedback, Coaching and Discussions.
Performance Management as a Development Tool
Individual Development Plans and Career Pathways
Improved Compensation Systems with focus on the contribution and market
Lean & agile PMS that Inspires and motivates employees to lead and perform
