The idea of doing away with performance reviews is more in vogue than ever. But companies are finding that removing them completely leaves a void and a problem worse than where they started. In this webinar, we’ll show you how you can change your performance review process to something your employee and leadership team can all get behind.

1. How to Revamp
Performance
Reviews Without
Throwing Them Away
June 13, 2017
Hosted by: Jack Altman, CEO of Lattice

2. Hi, I’m Jack
Co-Founder and CEO of Lattice, a performance
management solution serving over 150
customers worldwide.
Lattice is a performance management solution
that helps growing companies track and
improve employee performance. By using
Lattice, companies move towards a
continuous performance management system
that goes beyond the annual review.

3. Agenda
1. Brief history of performance management
2. HBR study on performance reviews
3. How to think about your PM process
4. Q&A

4. Q&A
We’ll have time for Q&A at the end of the webinar.
How are you tackling performance
management at your company?

9. Over the past several years, a seemingly endless list of
leading companies have done away with their annual
performance review process, and moved towards a more
feedback centric model
Companies started to experiment with
new approaches

10. Moved towards a feedback centric model
“By the fall of 2012, Adobe had totally redesigned its
performance management system to eliminate the
yearly performance review and replace it with a more
frequent and less formal "check-in" process.
Managers and employees meet for check-in
discussions at least once a quarter. The discussion
isn’t scripted, and no paperwork is filled out, however
every check-in discussion covers three topics:
expectations, feedback, and growth and
development.”

13. Yes and No

14. 87%of Facebook employees wanted to keep
performance ratings.

15. “The reality is, even when companies get rid of
performance evaluations, ratings still exist. Employees
just can’t see them. Ratings are done subjectively,
behind the scenes, and without input from the people
being evaluated.”

18. Growth
Give your employees
opportunities to learn new
skills and provide pathways
for career progress
Care
Show employees that you
value their efforts
Impact
Provide the opportunity to make
an impact both day-to-day and
on the company’s mission.
Start by building a culture focused on
employee development

19. Be transparent
Employees want to know
where they stand, and how
they can get better.
Pro tip
Build goal setting into the fabric of your
organization. Don’t just set goals, but reward
employees when they reach them.

20. Managers are
the key
Manager is a specific job
that’s focused on helping
their team get better and
reach goals
Pro tip
1:1s should be able employee development,
not daily tasks
Pro tip
Provide two development tracks one for
managers, and one for high performing ICs

21. Not just annual
reviews
Move towards a
continuous performance
management system
Pro tip
Treat performance management like a
product that needs to be evolved over time

22. Not Just
Annual
Reviews
One way to structure your performance
management system

23. Benefits of continuous performance
management
Development
Take employee development
from a once a year moment,
to the forefront of your
organization.
Alignment
Employees will understand
how they can make an impact
on the company and their
career.
Employee satisfaction
Remove some “scariness”
from performance reviews,
while limiting time spent on
reviews.

24. Performance
Management Ingredients
Make a plan
that’s right for
your organization
● Goal setting
● 1:1s
● Manager Feedback
● Peer Feedback
● Performance Evaluation
● Development Plans
● Learning Resources

25. Successful performance management
increases employee performance and
retention
By building a culture (and
process) that prioritizes
employee development,
employees will stay longer
because they have
opportunities for growth, feel
valued, and know how they
can make an impact.

26. Q&A