If everyone’s not killing off their performance review process they’re in the middle of giving it a major overhaul. It seems that no one is happy with the annual review and rating system that was designed to align employee performance with their department’s goals, which would ultimately underpin the organisation’s overall business strategy.
But are we being too rash? How do you measure performance and identify high potentials if you don’t have performance ratings? Is there truly another way?
Sudarshana Rangachary, Vice President of HR & Communications for Supply Chain at GAP, discusses how her organisation is faring a year after killing off its performance rating system.
