2018: It’s Time to Elevate Performance Reviews From Pain Points to Opportunities

According to Deloitte, the shift from “jobs to work” is just one reason companies like Cisco, GE, IMB, and Atlassian are shifting from annual reviews to real-time feedback. It’s no secret that annual reviews are problematic: de-motivating, time-consuming, and plagued by bias.

The question we hear frequently is: Does it actually work?

According to NeuroLeadership Institute, the answer is yes:

“90 percent of companies that have redesigned performance management see direct improvements in engagement, 96 percent say the processes are simpler, and 83 percent say they see the quality of conversations between employees and managers going up.”

Reflektive presented a webinar with TalentCulture founder Meghan M. Biro on the top performance management trends of 2018 to further explore how companies can update their current programs to capture the value of regular check-ins and ongoing feedback, and what organizations need from technology providers.

During the webinar, we surveyed the audience on the purpose of performance management in their organization:

  • 17.6% – To support accountability
  • 26.4% – To rate employees
  • 30.1% – To inspire better performance
  • 25.9% – To better align employees with company goals

All of these are great reasons for a performance management program and should be considered when updating or redesigning your program. We were not surprised that improving performance had a slight lead, though. Developing employees is key in the current business climate and talent market.

Watch the webinar on-demand here, or check out the trends following the hashtag #InnovateHR on Twitter.

Will 2018 be the year you elevate your performance management? Contact us to learn how Reflektive can help.