Having a solid performance management strategy that employees feel is fair and designed to support their personal development will boost organizational productivity, employee growth and engagement, and overall company success. The problem is that most companies don’t have a performance management approach that employees feel good about and trust. Traditional performance management practices were built largely to support HR’s administrative needs to rank employees and document performance discussions rather than foster employee development and build trust and communication between employees and managers.

What’s the risk of an outdated, top-down model for performance management? Well-intentioned performance review cycles can de-motivate employees…

Meredith Wholley

As a Digital Marketing and Events Manager for ClearCompany, Meredith coordinates best-practice content and brand-awareness events with HR practitioners.

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