No Surprises! Taking the Anxiety, Fear, and Burden Out of Performance Management
“I’m so excited, it’s annual review time,” said by no one. Maybe this is because they cause angst. However, the goal of feedback and corrective action is to encourage change, not reprimand. Which is why the traditional model of annual reviews is outdated and perceived as counterproductive.
Did you know that Kelly Services stopped using employee appraisals in 2011? Following its lead, other large professional services firms such as PwC, Deloitte, Accenture, and KPMG ensued and eliminated the traditional performance management practices.
Modern performance management processes are efficient and consistent, and more importantly, they should minimize the big build-up that employees and managers dread as the performance appraisal time approaches. Management should use performance management as a tool to keep their employees as assets.
So, what does this modern performance management model look like?
Fill out the form to learn more about modern performance management practices that are being adopted by forward-looking professional services firms.
Tasia Grant, PHR, Human Resources Consultant at Full Sail Partners