Annual performance reviews are a time-honored tradition within consulting firms of all sizes, but the usual model is in the process of being up-ended. Innovations like crowdsourcing and social media are rapidly making the standard supervisor-employee model of performance reviews obsolete. Tamra Chandler, CEO of talent and change management consulting firm PeopleFirm, one of the firms leading this charge, says the old way of doing things is slowly, but surely changing, and that some companies are already ahead of the curve. Chandler spoke with Consulting One on One about this shifting landscape, and shared stories of some companies dipping their toes in the water, and others smashing the status quo.
Consulting: Are performance reviews effective the way they are presently conducted?
Chandler: We consult a lot of clients on what's the right approach to performance management. If you look across the world, 97 percent of the companies do it the same way, yet if you survey just about any employee or manager, no one will tell you it works particularly well. So you have to ask the question after doing it this way for so long and none of us can seem to get it to work well, maybe the design is inherently flawed. We've produced a point of view on that how you start to break the key things you're trying to do with performance management apart and address them more as standalone items.
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