Webinar: The Evolution of Performance Management

Experts explore the ongoing transformation of traditional performance management systems and how organizations are responding with new approaches.

by TiER1 Performance

Why should you continue to evolve your organization’s performance management systems?

Performance management is undergoing a transformation. It’s shifting from the traditional approach of managing employees through annual performance reviews to empowering and enabling employees to thrive in their roles through continuous feedback, development support, and recognition. While this shift will ultimately enhance the employee experience and drive performance, it requires a mindset shift from organizations and their leaders.

The experts in this EXLEARN Talks episode discuss the evolution of performance management and the mindsets and practices organizations are embracing as a result. They provide insight on the following questions:

    • 6:05: How do you define performance management?
    • 8:30: Why is it important to talk about performance management now?
    • 12:00: What’s the relationship between performance management and employee experience?
    • 16:03: What’s your vision for the future of performance management?
    • 21:07: How can organizations start making shifts to their performance management approach?
    • 27:11: How do you communicate your organization’s shift in its performance management approach to employees who might be skeptical?
    • 33:13: What key mindsets are important as organizations explore building a new performance management system?

Highlights from the Panelists:

“I don’t love the term performance management. No one wants to be managed; they want to be led. We want leaders, not managers. Performance management at its core is performance empowerment and performance enablement. I’d love to see a shift more toward that.”
– Jessica Whalen, Senior Solutions Consultant at TiER1 Performance
“People cannot change what they have done; they can only change what they’re planning to do. The annual review is all about that annual reaction… Let’s talk about next year and what needs to change, what we need to elevate, what we need to develop in to be even better. So, I think it’s a reframe of every conversation needs to be forward-looking.”
– Beth Giglio, Chief Human Resources Officer at The Gorilla Glue Company
“[It’s about] how we discuss value exchange, which is really the relationship that we engage in as employees with our organization. We bring our time, energy, and talent to the table; our organization then brings an experience that involves compensation and all kinds of support. So, [I] think of [performance management] holistically as relationship management—what are we exchanging in together—and [it requires us] to constantly be in tune with each other to make sure that it’s an equal exchange where no one feels that they’re getting the better end of that deal because that’s when we end up with resentment and disengagement.”
– Laura Hoppa, Principal at TiER1 Performance

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TiER1 Performance

TiER1’s mission is to improve organizations through the performance of people to build a better world. We wake up every morning ready to tackle big challenges, so that more people can do the amazing work they are meant to do. When they contribute more, stretch their talents, and free themselves of workplace limits, a remarkable thing happens—they become happier and more fulfilled. And that means they reduce stress, create healthier relationships, and simply find more joy. Every day we’re in business, we really are building a better world. Our purpose is to help people do their best work—that’s the lens we wear every day. As an employee-owned firm, we apply that to our client organizations, their people, and ourselves. And to do that, we embrace our core values: High Performance, Relationships, Initiative, Accountability, Value, AND Fun.

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