Pando

It’s time to kill performance reviews.?? They don't drive high performing cultures. They’re costly. They’re time-consuming. Plus, they don’t really move the needle on actual performance, and they often drive disengagement more than outcomes. SO WHY ARE WE DOING THEM? What actually drives performance? ?? ? Clearly outlined performance expectations by level ? Transparent development paths and standards for success ? Continuous, structured performance feedback ? Frequent competency-based assessments ? Regular alignment to goals and expectations I talked to Russ Laraway, author of "When They Win, You Win", co-founder of Radical Candor and former Google leader last week and he says: "The number one way to develop great managers is by clearly articulating the behaviors of successful management and assess them regularly." ?? Assessing them regularly on outlined behaviors is the number one thing that actually driver behavior change, and improves performance, period. If you're not assessing them, it doesn't matter. When building for high performance, it means the expectations may change, if so, it’s critical everyone knows exactly what they are. Lissa Minkin at Netgear is leading a #performance #transformation using Pando. Her team is replacing an outdated reviews system with embedded competency-matrixes, continuous performance calibration, clear leveling structures, and aligned goals. Want to build a high performing team? ?? ?? Get Pando’s free 1-hour crash course (5 short modules) that guides you through leveling, career frameworks, feedback, goals and competency-based assessments. Comment: "Performance" below and I'll send you a link to the free course.

Lissa Minkin is a silicon valley OG. It's always a pleasure to spend time with her. She has incredible experiences leading and building strategy through rapid growth at eBay in the early days, working with Sheryl Sandberg at Facebook, and transforming business through program and culture at Tile and now NETGEAR. Lissa joined for our #pandohorizons executive sessions last week. These sessions are designed to be raw and exposed, and we learned a lot from Lissa about the challenges of evolving "mindsets" of people within organizations who have been there for a long time–and what it really takes to build a high performance culture. We also learned about how to navigate and address manager's who are telling their teams their doing great, while telling HR they want to fire them. Key take-a-way: Culture-change is hard, and building a high performing team is even harder. #1, most critical thing required: "Clarity around what the expectations are for everyone, by level" (seems simple and yet it's a BIG shift). Things to consider ?? ? Sometimes it takes different/new people to drive the change ? Expectations of employees will change and must be articulated, clearly ? What high performance looks like might not work for everyone ? Have to change how you do things (the "how" work is done, needs to align) ? Execs may resist change because they want to avoid uncomfortable convos ? Start with the "why" (driving high performance) then back out to tactical plan Pando x Netgear = ?? For me, the partnership with Lissa Minkin, Megan Duquette, ACC, CPTD, CPCC, Fiona Spratt and the rest of the team as been so rewarding. We have rolled-up our sleeves to support this team, and it's very exciting to see their vision come to life through Pando. Super cool! Thanks Desiree Therianos, Caitlin K., Bryce Rattner Keithley, ?? Kim Rohrer (she/her), Jackie Velasquez-Ross, Gabe Rodriguez, Megan Duquette, ACC, CPTD, CPCC, Andrea Bustamante Vivas, Simran T., Lynn Feldman, it was great to see you all. Thanks for your contributions to the community and the conversation. See you at the virtual summit 29-20th of April! ?????? Register for #Horizons2025 to connect with these folks and learn more: https://bit.ly/3Xn1jww ?? Kim Rohrer (she/her) will be hosting a workshop on storytelling in HR Bryce Rattner Keithley will be sharing the stage to talk about building a people function from the ground up.

?? Building Career Frameworks at Scale Developing a career framework for your business is time-consuming and hard. This is what people leaders are telling me: ?? Have a multitude of priorities without time to focus on this big project ?? Have purchased expensive competencies that still need manual editing and do not break down each role and each level sufficiently ?? Get ongoing requests for clarity about performance and development from employees and managers ?? Need more consistency as their company grows Without a clear structure, employees don’t know how to grow, managers struggle to give meaningful feedback, and HR lacks the data to drive equitable promotions. At Pando, we’ve built thousands of rubrics for companies of all sizes. We’ve seen what works (and what doesn’t) across industries, growth stages, and team structures. We actively assist organizations in getting these things finally right. Our expertise means you don’t have to start from scratch. We help HR teams define clear, scalable frameworks that unlock career growth, reduce bias, and provide real-time insights. High-performing teams need it. If job leveling feels like an uphill climb, we’ve already mapped the path! Come see us at Pando Horizons and book some time to learn more: https://lnkd.in/gKiWn4dg

Very excited to be involved as a speaker at Pando Horizons 2025! ?? I’ll be joining a panel discussion on building sustainable high performance ?? , and how we balance that with employee wellbeing Very excited to share the stage with Alicia Grimes, Marina Elaine Gunn and Nadia Eran ?? If you’re a people leader grappling with performance (Let's face it, we all are!) then you should come along. And check out everything else happening at Pando Horizons too- there's some un-REAL sessions & speakers ?? ?? Join me at Pando Horizons: https://lnkd.in/e-FAy99y #PandoHorizons2025

Humans learn from failure and success and that's (possibly) what makes us unique as a species. We use?feedback?to accelerate our learning in groups, teams, and social settings. In some human contexts -- the arts, sports -- feedback is the lifeblood of improvement and done very well. But in the corporate setting, it is often dreaded, maligned, and an unhappy yearly ritual ... like an anti-Valentines Day where otherwise healthy work relationships can become strained and broken. For all the effort and dollars spent on HR systems over the last few decades, there is still a very wide gap for solutions that make workplaces better?when it comes to feedback and performance. We can do better here, however. It just takes some ingenuity. GenAI has given us some incredible new tools to help. I'm very pleased to announce I've joined Pando as Chief Operating Officer. If you don't know Pando, it's a modern performance platform designed to drive continuous performance improvement for employees. I’ve been a longtime customer and supporter of Barbra Gago and team and now am very pleased to jump onto her ship and contribute to their journey to being the #1 performance driver for organizations!

?? Let’s talk about Deel and Rippling and why this is a huge loss for HR Tech. HR tech had been stagnant for years and then all the sudden it became a booming industry, that quickly became saturated while they were constantly acquiring one another to be “the best”. What’s devastating is that it appears the creators of the HR tech space weren’t aware of their buyers. If you don’t think this is going to have blowback on each company you’re naive. There’s a severe breach of trust, how safe is our data? There’s so much drama and theatrics around it all and this is software that has people’s highly valuable information in it, so for there to be leaks to a whole other entity is dangerous. This doesn’t even speak to the service mindset of the people that buy their tech, as an HR leader there’s no way this would be tolerated in an organization, so why defend a vendor operating this way. This win at all cost mindset is scary frankly and I’ll be interested to see how this all plays out.