Posted by Kathi Enderes on August 8, 2019.
In the quest to create meaningful experiences for the workforce, there may be no area in which organizations have stumbled as much as they have over performance management. The never-ending litany about appraisals and reviews, ratings and rankings, biases and unfairness has made clear what’s wrong with performance management and how workers can become disengaged with the process. Not surprisingly, our research identified an abysmal Net Promoter Score (NPS®) 1 of –60 for performance management.2 But we’ve heard enough of how performance management is despised. Now we need to hear more of how organizations can go about making it better—and how to get it right.