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Watch this video to see why traditional employee evaluations are flawed. For more insights, read "Kill Your Performance Ratings," available at: strategy-busi...
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Scooped by Andrew Gerkens |
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This reinforces the benefits of cumulative conversations to develop purpose, to build alignment and to guide and improve performance.
Traditional performance appraisals (and ratings) link to salary reviews, making pay the primary focus (i.e. it's not about helping people perform and improve, it's a competition for $).
I'm keen to understand how people are separating salary review and bonus decisions from the broader performance improvement ecosystem.
Apart from giving every worker the same % increase/bonus, how do you get money off the table, so people can willingly and safely talk about performance and focus on getting better at what they do every day?