<img height="1" width="1" style="display:none;" alt="" src="https://analytics.twitter.com/i/adsct?txn_id=l615x&amp;p_id=Twitter&amp;tw_sale_amount=0&amp;tw_order_quantity=0"/> <img height="1" width="1" style="display:none;" alt="" src="https://t.co/i/adsct?txn_id=l615x&amp;p_id=Twitter&amp;tw_sale_amount=0&amp;tw_order_quantity=0"/>


Could Do Better? Performance Management in 2017

Could Do Better? Performance Management in 2017

‘In big move, Accenture will get rid of annual performance reviews and rankings’ (Cunningham 2015).

‘Microsoft axes its controversial employee-ranking system’ (Warren 2013).

‘Why Adobe Abolished the Annual Performance Review and You Should, Too’ (Baer 2014).

‘Why GE had to kill its annual performance reviews after more than three decades’ (Nisen 2015).

These are quite powerful statements from big organisations who are well thought of in terms of products, service and innovation. Now more than ever performance management is under the spotlight as as we begin 2017 it is worth us highlighting a key piece of research and a report from the the CIPD on the subject of performance management.

"Oh no, not ANOTHER report on performance management", I hear you cry. Well yes it is another report however this report is worth reading. Own Ferguson from Good Practice has cited this as perhaps one of the best research papers ans reports from the CIPD. It's on a really key subject, how we get the best out of our colleagues and improve the way we work and how we support and manage this process. So much debate has gone before on the type of performance management process so what is different about this report?

The report states 

There has been a great deal of interest in alternative approaches to performance management over recent years, borne of a sense that traditional methods do not work. However, popular articles on new practices present little if any evidence on what is and isn’t effective in improving performance. This report sets out to address this gap.

What's different about this report is the research has been carried out by The Center for Evidence-Based Management. This means the report really focuses on evidence available through the academic research on two core aspects of performance management: goal setting and performance appraisals. It is based on two ‘rapid evidence assessments’ (REAs) – a truncated form of systematic review – and can be considered the best available evidence on the subjects discussed.

We highly recommend you read this report to ensure you have the latest research and evidence available to help shape your own conversations around performance management in your own organisation.

After all we could all be a little better.....

Read and Download the Report Here

Let us know what stands out for you in comments below.

E-mail me when people leave their comments –

You need to be a member of DPG Community to add comments!

Join DPG Community

What's Happening?

ettie mccormack, Rich Mason-Fowler, Laura Tweddle and 3 more joined DPG Community
5 hours ago
Robert Butler updated their profile
22 hours ago
Karys Eagle liked Emma Mangan's discussion Unsuccessful Return to Work
Robert Butler, Marlene Stears, Rebecca Newman and 1 more joined DPG Community
Rebecca Newman updated their profile
Kay Baldwin replied to Emma Mangan's discussion Unsuccessful Return to Work
Chrissy Allen replied to Emma Mangan's discussion Unsuccessful Return to Work
Emma Mangan posted a discussion
Hi there,
I feel like I’ve got a little lost on the DVP assignment. I have complete activity 1 and 2 and now encountering activity 3 CPD record.
It mentions that activity 3 needs submitted at start and end of programme, however I have just create my…
Beata Los updated their profile photo
Howard Rose and Chi Valentine are now connected
Theresa Mayne FCIPD and Jyothsna Giddu are now connected