Don’t settle for a broken performance review process

Letting go of performance management that doesn’t work. If you’ve ever stopped to wonder why your company bothers with yearly performance management reviews, you’re not alone. As many as 95 percent of managers are dissatisfied with their organisation's performance management system, and 90 percent of HR leaders believe their system does not deliver accurate information about employee performance.

Why do we settle for a dysfunctional, old-fashioned approach to a process that has so much potential? Because even though this process doesn’t work, creating a new one is actually quite difficult. Within every organisation, different stakeholders use performance reviews for different purposes, leading to a process with too many contradictions to function well.

The key to success is in rebuilding performance management to align development with business strategy. And in turn drawing out the best performance from every employee. In a competitive talent market, your approach to performance reviews should enchant top talent with a vision of how they will work, grow and achieve their potential at your company – not rein them in with a process that fixates on their past performance and limits their potential. 

An effective and performance-enhancing review process creates a seamless loop between feedback and development and outlines a clear path to improvement and advancement for every employee. It encourages open and honest dialogue between employees, managers and companies to inform development opportunities for growth and drive better individual performance – and it aligns actual day-to-day performance with long-term strategic business goals. 

To find out more download our latest free guide and learn how to rebrand and rebuild your process so individual performance aligns with company goals @ www.cultureamp.com/functional-performance-review-ebook

PLUS, Please do feel free to reach out to me directly on LIN or @ [email protected] and m +44 (0)7387 317841