Louis CarterFounder and Chief Executive Officer, Best Practice Institute · Founder and CEO, Best Practice Institute - Most Loved Workplace® | Organizational Psychologist | Creator of AI Workplace Intelligence and Employer Branding Platform

Benefits of Moving to an Informal Performance Review Process

26 Oct 2017 · 1 min

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1:08

In this talk, the speaker argues that organizations should shift their performance management approach from a traditional rating‑centric system to an informal, continuous process focused on behavioral change. By emphasizing feedforward, consistent feedback, and coaching conversations, performance management becomes a tool for ongoing employee transformation rather than a win‑or‑lose evaluation. This mindset reframes performance management as a win‑win catalyst for human development.

Chapters

Here's the thing. Everybody is thinking about changing their performance management system. Somebody has some idea about throwing it out the door or making it more prevalent inside their company. Everybody's got different ideas around this topic area. If we change our thinking around performance management and begin to think of it more around behavioral change, around feedforward, around consistent feedback for people, and we change the coaching conversation with employees, what we end up doing is thinking about performance management as a way to change and transform our employees on a consistent basis rather than just as a rating system. When you think of performance management as solving a problem, you win or you lose. When you think of performance management as helping transform a human being, you'll always win.