Consider the amount of time managers spend on writing and delivering performance reviews - are they worth the effort? Do your performance reviews increase productivity and motivation? Do your managers and employees find them valuable and a good use of their time? It's rare to get any 'yes' to these questions... So if that's the case, why do we still keep doing them this way?

Most performance review systems today are "old-school" and designed for large corporations, yet we implement them at companies of all sizes. These traditional performance reviews are at the core designed to make it easy for HR to know what's going on and to evaluate people, as well as to create a legal paper trail to protect the company against its people. Therefore, a lot of time is spent on ratings and competencies, the report is detailed and cumbersome to complete, and the conversations with the employees become forced and unproductive. Should performance reviews be about a report for HR, or should they be about improving how we get work done? If it's about improving how we get work done, and ideally increasing engagement and productivity, then is this the best way to do that?

At OrgSpeed we help you implement an innovative performance management approach that works, and feels natural, instead of making you adopt an outdated beast from the last century…