Performance reviews are painful. Let’s face it. Usually HR or my manager kicks off the yearly ritual, without me of course. I’m not needed. It’s anonymous. Results are revealed to my manager and by my manager, at the same time as the consequences for my career and salary. No fair trial, I’d say. No learning, no trust, no meaning, no context, no better performance. Just a verdict.
This blog describes the new way of reviewing people. Why big data should be created, yet built in small steps, every time, every day, every week. 75% of global HR management wants better talent measurement. Time has come to tailor better to their needs with new innovative tools.
Why are these traditional yearly 360º measurements inaccurate and disengaging me and others? Why do they lack delivering insight in a person’s performance?