Most companies still do traditional annual performance reviews. Yet research has shown that 87% of both employees and managers think they're ineffective and not useful.
Traditional performance management systems just don't work anymore, if they ever did in the first place. With Millennials and Generation Z dominating the job markets, motivation by intrinsic drivers is more important than ever.
Employee feedback loops today should be faster, more meaningful, and more tailored to the person. Agile performance management does just that. The business outcome is stronger engagement, higher productivity, and improved organizational performance.
We'll kickoff by explaining the objectives and key results of this exercise.
We'll collect information to understand the baseline and your business.
There can, and probably should, be different types of dialogues. Let's discover what they should be and then define the frequency.
Carrying out the conversations, your team needs tools. We'll set a supporting tools in place and, more importantly, design key questions to have a dialogue about.
Great, we've decided what do to and when. Now it's time to setup the supporting system.
Timely follow-ups ensure the agility of the performance management.
A more productive business due to better alignment between company goals and employee development
A better, faster and more relevant feedback system to help employees get the most out their careers
A better performance management system to support a meaningful and relevant career development plan
A more engaged workforce to reduce turnover and absence, while improving the employer brand