The Problem With Traditional Performance Management.

?That’s the other crucial half of the performance management balancing act: the incentives you provide after the goals have been met. Most companies still rely on the annual performance assessment to do most of their incentivizing. It’s both a negative and a positive incentive—either an employee walks away from the conversation with a raise, or they walk away with a performance improvement plan. From an employer perspective, this positive/negative combo might seem like a win-win.??

The problem with traditional performance management strategy is that it’s overwhelmingly punitive in nature. Most employees dread their annual performance reviews—even those who know they’ve done really great work all year. Employees who consistently receive praise and monetary rewards still feel nervous walking into annual review meetings.?

In today’s culture-focused corporate workplace, traditional performance management tactics just don’t fit.?

Let your employees feel appreciated, recognized, and have a sense of purpose that what they are doing has impact while working for your company. Inproma provides the programs and the products that retain your talent.??