There are many different performance management systems. Like any other complex organizational issue, there is never one right answer to an HR problem. Most of the time the right solution is dependent on many organizational factors. The best an HR professional can do is to learn and analyze many systems, and then make a judgement call on what is the best intervention for their organization at that moment in time.
You may want to start looking at what is happening in performance management trends. It seems that many HR professionals and organizations are rethinking their annual performance review systems.
Jason Averbrook in his new book called, the Ultimate Guide to a Digital Workforce Experience – Leap for a Purpose, shares this thought with us: “Employees don’t want feedback, they want attention.”
The once-a-year performance review does not give the employee enough attention. Averbrook goes on to say that 60 percent of companies are beginning to reshape their performance review systems.
For decades, organizations have been using the traditional annual reviews that rate and rank employees. These annual rating and ranking systems seem to be of less value as time moves on and as organizational needs and employees’ values change. Traditional performance review systems focus on the employee’s past behavior, and not their current behaviour. Today’s organizational deliverables are changing rapidly; looking back over the last year of an employee’s behaviour adds minimal productive value to the HR equation and therefore adds little to the employees’ or organization’s performance.
If the annual employee performance review systems are no longer viable, HR departments must begin to implement new modern day performance measurement systems that meet the needs of the employees and the needs of the rapidly changing business world. Here is a list of the some of the recent trends in performance management:
- Frequent real-time feedback instead of one-shot annual reviews
- Decoupling performance reviews from administrative practices such as annual merit pay or bonuses
- Dropping the ranking systems: think of what an employee can do, not what they have done
Employees want more frequent and focused attention to help them develop and perform. HR needs to investigate these new trends in performance management, and then begin to implement new methods to keep improving performance results.
Research and identify three large organizations that are moving away from the annual performance review system, then discuss what they are using to replace it.