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

The Benefits Of Informal Performance Review Process (Part 7 of 7)

8 Dec 2017 · 1 min

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In this segment, the speaker challenges the traditional view of performance management as a periodic rating system that pits employees against a win‑or‑lose outcome. He proposes a shift toward treating performance management as a continuous, behavior‑focused process that emphasizes feedforward, regular feedback, and coaching conversations. By positioning performance management as a tool for ongoing transformation of employees rather than a one‑time assessment, the speaker argues that organizations can consistently achieve positive outcomes for both individuals and the business.

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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.