We all know that traditional annual review just do not work anymore. The way businesses work has changed massively. And in that context HR leaders are now looking for better ways to improve employees results and engage them with company’s culture and objectives and help managers become effective coaches and mentors for their reports.
Ongoing (or Continuous) Performance Management is the modern practice of not only managing, but increasing performance. It’s different from the traditional approach in many ways and the primary difference is that it is not annual (i.e., a once-a-year performance review) but it is ongoing and conducted in real-time (specifically, weekly). Another difference is that it is owned locally by managers (and supported by HR) and is not run from a traditional HR system or owned exclusively by HR; nor is it done for the purpose of compliance. Instead, it is encouraged for the purpose of developing your talent and increasing their performance over time. And, according to Wikipedia (as well as research organizations such as Deloitte Bersin), it starts with setting objectives and then helping employees to achieve these objectives.
Modernizing your Performance Review will allow every employee and their managers to focus on personal growth in real-time and enable all of your managers to be more effective at their jobs through a talent development process that increases performance.
But how do you modernize your Performance Review correctly? What is the right set of steps? Learn now how to make this shift at your organization and create a high-performance culture your CEO, executives and all employees will actually appreciate.