As we continue to move deeper into the performance management revolution, more and more companies are following in the footsteps of Deloitte, GE, and others who have overhauled their approach.
No longer is the annual review the sole form of performance management organizations use to develop their employees. This once-a-year appraisal system proved to be biased, too focused on past mistakes instead of future improvement, and a source of stress for managers and employees alike.
Most importantly, it failed to achieve its very purpose: to manage, and thus improve, employee performance.
