3 Smart Executives on Performance Management

September 20, 2016 Sarah Payne

We’ve covered the changing performance management landscape from several different angles on this blog—from the death of the annual review to the growing use of crowdsourcing and adoption of new, cutting edge practices that encourage continuous feedback.

But what do executives have to say about the latest trends? After all, much of the organizational change (or lack thereof) is driven by leadership and vision at the executive level.

Here are 3 executive quotes about what really motivates employees and how traditional performance management is missing the mark:

“People want to know on an ongoing basis, am I doing right? Am I moving in the right direction? Do you think I’m progressing? Nobody’s going to wait for an annual cycle to get that feedback.”– Pierre Nanterme, Accenture CEO

“Performance management as practiced by most organizations has become a rule-based, bureaucratic process, existing as an end in itself rather than actually shaping performance. Employees hate it. Managers hate it. Even HR departments hate it.” – Laszo Bock, Former SVP of People Operations, Google

"The world isn’t really on an annual cycle any more for anything…It’s the way millennials are used to working and getting feedback, which is more frequent, faster, mobile-enabled, so there were multiple drivers that said it’s time to make this big change.” – Susan Peters, Senior Vice President, Human Resources, at GE

3 Smart Executives on Performance Management #workhuman
Click To Tweet

We hope to see you there!

How Crowdsourcing Changes the Game for Performance Management

3 Practices Replacing the Annual Review

Advice on Re-Booting Performance Management: M. Tamra Chandler Q+A (Part 2)

8 Fatal Flaws on Performance Management: M. Tamra Chandler Q+A (Part 1)

The Art and Science of Coaching

The Fallacy of the Merit Increase: A Chat with Korn Ferry Hay Group’s Tom McMullen

Read the first part of our Q&A with Tom McMullen, senior client partner and North America rewards expertise...

The ROI of Inclusion and Belonging

Focusing on both diversity and inclusion leads to better results when it comes to engagement, innovation, c...

Share our passion for making work more human... Subscribe to the blog today!

First Name

Last Name

Company

Country

State

Company Employee Size

Thank you!

Error - something went wrong!

Return to Home

Resource Center

3 Smart Executives on Performance Management

Previous Article

Next Article

3 Smart Executives on Performance Management

Previous Article

Next Article

Most Recent Articles

We chat with a nurse as she describes the churning anxiety that defines the front lines of healthcare today and the relentless determination to do the best she can under the circumstances.

In this community, lifting each other up is a daily practice, now more than ever. We’re all adjusting to our new normal. It’s changing daily, and at times it certainly ain’t easy.

A human-centered culture provides a rudder for navigating all of the changes taking place, adding stability and direction.

Lars gives his advice on how we can all help each other work more human in this unprecedented time of intense change.

When trust is present, productivity accelerates, morale is boosted, and work becomes a more positive place, even in the midst of chaos.

In such uncertain times, we need a new kind of leadership – one that inspires, motivates, and provides calm. One that is courageous and helps move employees out of an anxiety-ridden state.

Today is International Day of Happiness and, let’s face it, the world could use a healthy dose of happiness right about now.

Each day we’ll bring you interviews with thought leaders on topics we are all grappling with, such as leading from afar, navigating change, keeping culture in tact, building trust, and more.

Here are three tips for keeping your workforce calm and collaborative in the midst of a global health crisis.

Humanity rises to the forefront in times of crisis. Across the world, we are seeing and listening to a “humans first” anthem.

From listening to music to giving back and detaching from media, here are some simple ways to manage the stress and anxiety plaguing our workplaces and communities.

In her review of Dan Heath's "The Power of Moments," Sharlyn Lauby shares three ways organizations can build more human workplaces by creating more pride moments for employees.

We have shared ownership in driving global gender parity. Niamh Graham, VP of global HR at Workhuman, shares her five tips for making incremental progress.

The results can help HR and senior leaders gain a deeper understanding of how to cater to core human needs like safety, fair pay, work-life harmony, inclusion and belonging, growth, and recognition.

Being more human, utilizing data, and introducing more frequent recognition and reward were all key takeaways at Unilever's event in London last week.

What happens after your recruiting team finds the most diverse and brilliant minds? What will their experience working at your company be like?

A recent Workhuman panel looked at the obstacles facing those with a physical challenge – while exploring opportunities for organizations to address those challenges through technology.

Deborah Tulani Salahu-Din, an exhibition researcher, shares a story about the artifact that speaks to her most at the museum.

A regenerative organization grows its employees into innovators by building a culture where anyone can bring forward radical ideas. It thinks beyond the current quarter, year, and even decade.

Continuing our Black History Month series, we chat with Susan Reyburn, senior writer and editor in the Library of Congress Publishing Office, about Rosa Parks' lifelong commitment to equality.