For years, both managers and employees have dreaded the annual performance review, and some large companies have recently ditched them in a high-profile way. But when all is said and done, we still want a system for making sure that top performers get rewarded, that people are growing and developing, and performance is getting better over time.

1. The Secret(s) to
Better Performance
Management
Future of Work Webinar Series

2. #PerformanceReviews

3. Your hosts
Charlie Judy and Jamie Notter

4. Performance Reviews…by the numbers
 90% are painful and ineffective.
 30% actually decrease
performance.
 51% of employees believe they are
inaccurate.
 58% of managers think they are
not an effective use of time.
Source: https://www.15five.com/blog/why-are-employee-performance-reviews-so-destructive-infographic/

5. Leaders, managers, and
employees who are really good
at using performance
management systems are also
the ones who really suck at
giving and receiving meaningful
feedback.

6. Performance Management Revisited
What it is… What it could/should be…
Construct
Mechanical Human
Staged and compartmentalized Ongoing and multi-sourced
Content
One-size-fits-all Customized
Contradicts your desired culture Embodies your distinct cultured
Results
Tied almost exclusively to
compensation
Tied only loosely to
compensation
Leads to inaction Sparks and drives evolution

8. Humanizing
Construct

9. What if we (?)…
 ditched “annual appraisals”
 got rid of timelines and deadlines
 replaced forms with bullet points
 crowd-sourced
 had more coffee and conversation
 focused on “sound-bytes”
 balanced self-initiation with accountability
 didn’t worry about ratings or scores

10. “Although it is implicitly assumed that the
ratings measure the performance of the
ratee, most of what is being measured by
the ratings is the unique rating tendencies of
the rater. Thus ratings reveal more about the
rater than they do about the ratee.”
~Journal of Applied Psychology

11. Customizing
Content

13. What do you need?

14. Driving Action
Results

15. Disconnecting it from Compensation
Value: Role in Success
Market Important Crucial Indispensab
le
<35th Percentile 3% 5% 8%
35thth - 65th
Percentile
1% 3% 6%
>65th Percentile 0% 1% 4%
This is NOT
performance!

17. Thank You & Keep in touch!
www.workxo.com | @WorkXO
cjudy@workxo.com | @HRFishbowl | Chicago
jnotter@workxo.com | @JamieNotter | Washington D.C.
karen.chen@questionpro.com | @KarenYChen | CA