For LLamasoft, "recency bias" affected performance reviews and the entire process did very little to actually improve employee performance.
LLamasoft, a supply chain software and services company, greatly values innovation. However, the processes it used for performance management were anything but innovative. In fact, their annual approach had become problematic. Many times, “recency bias” affected these conversations and did little to actually improve employee performance. Craig Wigley, LLamasoft’s VP of Employee Success, talks about making the transition to a monthly coaching cadence. He says, “Employees deserve better” so they’re using the HighGround platform to facilitate a more ongoing approach to performance and development.