Here we share the eight truths that helped HR leaders define their performance strategies in 2016.
It’s an exciting time in HR. New generations entering the workforce are pushing the boundaries of more traditional HR practices. A long-tenured career with one employer is a thing of the past. Transient employees combined with the rise of flexible work arrangements make it difficult to engage all employees throughout their entire lifecycle with your organization. There’s a new reality for performance management.
To solve for this, companies are turning to new ways to engage their workforce. The most obvious touchpoint is the performance management process. It’s no secret that annual, top-down, ranking-focused approaches do not work, but best practices are far from defined. Many organizations struggle with their methodologies, from the frequency and format to how it incorporates all other feedback channels, like survey, recognition and rewards programs.
While there’s no shortage of research to highlight the strategies making a difference at organizations today, sorting through it all can be overwhelming. Here we share the eight truths that helped HR leaders define their performance strategies in 2016. Now is the time to explore these facts as you look toward 2017.