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It’s easy enough to read article after article of performance review tips, tricks and advice, but the truth is every company and situation requires a different approach. Even if a new technique for better performance management is needed, the same tactic doesn’t work for everyone. That’s why it’s beneficial to discuss not only what companies SHOULD do, but what they actually ARE doing to enhance processes and make reviews better for all parties involved.
Gallup’s recent research that shows only 2 in 10 employees strongly agree their performance is managed in a way that motivates them to do outstanding work. To ensure you better manage your employee’s performance, let’s take a look at some examples of how real companies are changing their process. Maybe you’ll find details you can implement within your own organization.
Performance Review Example #1: GE
Many companies are beginning to see the merit in losing year-end or annual performance reviews. One major company taking notice of this much needed change is General Electric. Over the past year, they have transferred their once cut and dry review process into a motivating way to guide employees rather than just critique them. GE Managers and employees still meet once a year, but it is now a meeting with true purpose: employee’s future goals. In addition, to help with regular feedback, the innovation giant is launching its own in-house performance app to help facilitate everyday, regular feedback. The app is now used by more than 80,000 people.
“It existed in more or less the same form since I started at the company in 1979. But we think over many years it had become more a ritual than moving the company upwards and forwards.” –Susan Peters, Head of Human Resources, GE
Motivate Employees Like GE:
Building motivation into your performance management strategy can happen in roundabout ways. For example, after releasing a policy change or strategy pivot, make sure everyone affected receives notice and let them specifically know how they can share feedback with you. Employees will be more motivated to tackle the changes if they feel like how those changes affect them is heard by higher ups. Lose the dictatorial leadership style, and remind employees their feedback is welcome through your performance review system. Soliciting upwards feedback can take motivation a step further by empowering your employees and making them feel heard.
“ 97% of employees believe communication impacts tasks daily. Plus, approaching employees creates a checks and balances. A manager might believe his or her idea is the best approach to a problem or situation, but those who are most affected may bring up a point that for which hasn’t been accounted.” – Maren Hogan, CEO of Red Branch Media
Performance Review Example #2: Cargill
It’s no wonder they have struggled to fully engage and motivate their workforce as a company with thousands of employees worldwide. However, with the help of their new system, they are finding Go to the full article.
Source:: Business 2 Community