3 Development Principles to Reshape Performance Management 2.0

Over the last several months, the list of high-profile companies who have “blown up” performance management (PM) as they (we) once knew it has grown to include GE, Microsoft, Adobe, Gap, Accenture, Deloitte, and others. And these are just the most recent public denouncements of what is certainly a long standing and widely held discontent over PM and appraisal practices.

What's interesting in these most recent examples is how the intense spotlight on PM has shifted away from the old arguments over the accuracy  and utility of appraisal practices for performance and pay differentiation objectives and now onto the failings of PM to accomplish people development objectives.

In a new article, I describe how the designers of PM 2.0 will need to decide what their ultimate priority is. If development is the new priority, the new systems will need to be engineered with development principles in mind, and the ultimate solutions will be as much about changing the culture as it is about anything else. Read the full article here...