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Performance management has been getting increased attention in the last couple of years, with many questioning its return on invested time and attention, and the effectiveness of the process. We wanted to explore this further—especially with the recent buzz about eliminating performance ratings. In the 2016 Workforce Mindset™ Study, we asked employees and managers for their thoughts about performance and preferences for performance management. And we’ve identified opportunities for improvement each step of the way.
It’s clear that performance management—in its many forms—is important and valuable. It's also clear that in many organizations, the process is not truly delivering on its promise. Employers—and their employees—may not be getting the value they expect from the effort they put in.
Seven of 10 employees surveyed took the time to answer this question: “If you could change one thing about how your company manages individual performance, what would you suggest?” The most common suggestion is more frequent performance and feedback conversations.
With all the effort that goes into the performance management process and year-end performance ratings, employers can take active steps to improve the outcome. Start with understanding the current state of performance management in your organization—perhaps asking some of the same questions we asked in this study.