Performance Review advice?
Hello everyone! My team is looking to revamp our yearly performance review process. Does anyone have any templates, techniques or examples that work for them? What we struggle with is having a clear way for people to understand the metrics they are being measured by and having an artifact to speak to that, so that it is actionable and trackable for the following year. Any thoughts?
How about assessing them based on the purpose and values of the organization? Letting their peers assess them on these topics? The Belgian ministry of social security does that well on values (https://corporate-rebels.com/frank-van-massenhove).
Or simply moving towards the "stop, start, continue" approach used by among others Netflix (https://corporate-rebels.com/annual-performance-reviews/).
And here's how Buurtzorg and Handelsbanken do it: https://corporate-rebels.com/high-performance-culture/
Soon we will also publish on Haier's way of doing this.
Is this of any help? I would also be curious to learn more from others as we often encounter this problem in traditional organizations too.
As part of our collaboration with Haier - one of the world's most pioneering companies - we research and share how they work. Recently, we chatted with leaders of the company, including Zhang Ruimin (CEO of Haier), Kevin Nolan (CEO of GE Appliances - the US part of Haier) and Yannick Fierling (CEO of Haier Europe). In this post, we share the recordings.
Bags and accessories made of truck tarpaulins - that's what Freitag is known for. With headquarters in Zurich, around 250 employees work for the cult label which uses holacratic methods. They introduced a new salary model in early 2019. Pascal Dulex is responsible for Organizational Culture & Creative Direction. He spoke to us about their sometimes-painful path to a new compensation system.