We are at least 7 years into the performance management “revolution”, and yet, many (rightfully) have a healthy skepticism about whether the new approaches are any better than the old.
Despite myriad articles and case studies about simplified ratings (or no ratings at all), separate performance and compensation conversations, real-time feedback and the technologies that support it, agile goal-setting, and coaching and development as a part of performance management, most organizations would admit that performance management is still a struggle.
So, the question remains — Where are we in the great PM experiment?
RedThread Research has conducted research, sponsored by Glint, to answer this question. This research study focused on:
- Getting the employee point of view: what actually helps them perform better?
- Determining whether getting rid of ratings has illustrated the impact they were expected to have
- Understanding how organizations are balancing performance enablement and management, not just choosing between the two
- Finding out how current performance practices impact employees (satisfaction, commitment, and engagement) as well as organizational outcomes (financial performance, innovation)
About RedThread Research:
RedThread Research is a human capital research and advisory firm, which provides unbiased research on talent management, learning, diversity and inclusion, and people analytics, and the technologies that support them.
Dani Johnson is a co-founder and principal analyst for RedThread Research. She has spent the majority of her career writing about, conducting research in, and consulting on human capital practices and technology. Before starting RedThread, Dani led the Learning and Career research practice at Bersin. Her ideas can be found in publications such as CLO Magazine, HR Magazine, and Employment Relations today. Dani holds a Master of Business Administration and a Master of Science and Bachelor of Science degrees in Mechanical Engineering from Brigham Young University.