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What is currently missing in the way overall employee performance is being managed?
Given that a company’s workforce now has a significant proportion of virtual and freelance workers, how should performance management include them?
What are employees, managers, and decision-makers looking for to make performance management more effective?
What are some of the new things being introduced in Performance Management that are working/not working?
- There are companies who are eliminating the bell curve. Still, people are rated but not calibrated in force rating.
- There are companies who are focusing more on development discussions instead ofand KPIs. KRAs and KPIs are still set up but these are not an integral part of the jobs now.
- Companies are delinking performance with the potential and running separate talent calibration sessions for identifying the talent, (HiPos, TiPos).
- Few companies have in fact totalfor a merit increase. Compensation is paid based on the matrix which is based on role, comp ratio with a certain percentage of appraisal rating.
If not periodic appraisals, then what & how?
- performance management