#Nextchat: Keeping Your Performance Strategy Simple and Human




The annual performance review is becoming obsolete, and employees couldn’t be happier. Organizations are now abandoning forced rankings and archaic rating scales that have traditionally been used to calculate future compensation and career advancement.

New models for performance management are changing the conversation about how organizations develop their talent. The emphasis is now on teams, peer feedback, the employee experience, transparency and trust.

One of the latest trends in performance management is a continuous conversation performance management model. However, there are other trends impacting how employee performance is developed in the current workforce, such as team-based performance management, integration with emerging technologies, and alignment with coaching and mentoring.

Rosette Cataldo, vice president of performance and talent strategy at Globoforce, says, “The state of the workplace requires a total reimagining of the way organizations develop their people. The emphasis is on the employee experience with a shift away from bureaucracy and forced ranking toward more transparency and trust. Let’s talk about actionable steps you can take to develop a softer, more-human approach that has a measurable impact on retention and engagement—and the bottom line.”

How are you managing performance in your organization, and what steps are you taking to move to more-inspiring models to help develop and retain your talent?

Please join @shrmnextchat at 3:00 p.m. ET on August 29 for #Nextchat with special guests Rosette Cataldo, vice president of performance and talent strategy at Globoforce (@CataldoRosette), and Cliff Stevenson (@clifforddarrell), principal analyst at Brandon Hall Group. We’ll chat about how organizations can create performance strategies that are more simple, more human, and a better experience for both managers and employees.

Q1. What conversation is your organization having around changing your performance review model? What are your concerns?

Q2. How are you changing the frequency and focus of your organization’s performance discussions? What trends are you incorporating?

Q3. Are you integrating peer assessment or social feedback into your annual review process? How? What technologies/apps are you using?  

Q4. How can organizations shift from individual-based performance management to team-based performance management? 

Q5. How do you measure the effectiveness of your performance management process? 

Q6. How can you encourage employees to ask for feedback and how do you get them over the fear of asking? 

Q7. How does mentoring fit into this new paradigm for performance development? 

Q8. What can HR and managers do to make the performance management process simpler, more human, and a more-positive experience for all employees? 

If you missed this #Nextchat you can read the RECAP with all the tweets here


 How to participate in an HR Twitter chat.





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