Author: Fabiola Eyholzer
Employee appraisals are undoubtedly the most scrutinized (and possibly least effective) HR tool. Lean | Agile Enterprises eliminate annual reviews and push the reset button on traditional Performance Management by shifting to an Iterative Performance Flow. Thereby (re-)optimizing the system for optimal cadence, alignment, responsiveness, and growth while decoupling it from other HR instruments.
Performance Management is the most criticized HR process today. Initially installed to align goals and foster joint efforts, it has since become the pivotal point for HR practices like Compensation and Talent Management.
Despite a long list of complaints, organizations continue to invest top dollars into a broken practice. However, the tides are shifting, and organizations of all shapes and sizes are already eliminating employee appraisals
Here is how Lean | Agile Enterprises move to an Iterative Performance Flow:
These new ways of working fulfill the original goals of performance evaluation far better than any annual appraisals. By bringing a Lean | Agile mindset to all HR practices, People Operations continuously engages, interacts, grows, and recognizes talent – without the need for an employee appraisal to act as a trigger. Making annual ratings and forced rankings obsolete.
The Iterative Performance Flow is all about optimal cadence, alignment, responsiveness, and growth – not about monetary incentives.
This article is part of the series “Aligning key Themes in Human Resources to Lean | Agile Values & Principles”
This post was contributed by Fabiola Eyholzer, CEO of Just Leading Solutions, LLC. More information about Fabiola, Agile HR and the services of Just Leading Solutions can be found at www.justleadingsolutions.com.
Author: Dennis E. Gilbert — Rudeness, we might label it as disrespect, blame it on
Authors: Christine Hudson and Ronica Roth — Are you halfway to a high performing team?
Author: Fabiola Eyholzer — Lean | Agile has evolved as the predominant, most effective way
Author: Fabiola Eyholzer — Traditional Performance Management systems are in deep crises. Their industrial era