Brian Kropp, executive director at CEB (now Gartner), talks about how the top companies organise their performance management systems.
“A lot of the arguments about companies changing their performance review process and approach to performance scores is that it just takes too much time,” Kropp says. “But two thoughts. One: providing feedback doesn’t have to be a structured one-hour conversation, it can be a ten minute conversation – you can break it up into smaller pieces, you can provide just-in-time feedback and you can provide incremental feedback.
“And the second point is that if you’re managing people, the most important thing that you can possibly do is improve the performance of the people that you’re managing. And if a company is making a decision to save an hour or two here or there at the expense of the performance of their employees, that’s just a bad allocation of resources.”
(Read our article on the eight performance myths that need to die.)
Kropp goes on to explain how HR can make the case for better performance management to a reluctant executive, and provides a case study of an HR manager that did just that.
Watch the full interview, and let us know your thoughts.
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