I read an interesting article this weekend by Lisa Bodel for Forbes.
The article considers alternatives to the 'outdated' performance review process.
1. Check Ins - Informal undocumented conversations about performance over the course of a year. By coaching in real time check ins enable managers to identify and resolve performance issues in a timely manner.
2. Quarterly Performance Goals - Rather than set goals for the year, quarterly goals have been proven to be effective and a more accurate reflection of the employees overall performance.
3. Apps - Instead of performance scores or rankings an app to help employees, managers anf team members share feedback for continuous imporvement.
4. Rewards Training for Managers - Adobe uses a training program to show managers how to make decisions with a varierty of different employee scenarios.
I have added the link to the full article below :-
When working for a previous employer, we moved to a system where you had check ins over the course of the year, with more detailed conversations on a quarterly basis. At least four conversations a year needed to be documented. Objectives/Priorities were reviewed regular and could be updated and change in line with business needs. I found this a very effective way of managing performance.
What are your thoughts?
Does your organisation adopt any of these alternative methods? If so have they proved to be effective?