- Many performance management processes are not designed for teams.
Organizations continue to focus on individuals for performance evaluation,
rewards, and recognition, regardless of how work is carried out and
whether teams exist.
- Misalignment between how work is done and how it is evaluated leads to poor employee performance, decreased engagement, and ineffective overall performance management.
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Our Advice
Critical Insight
- Work today requires more collaboration and teams are becoming more
prevalent, yet performance management is failing to keep up. Performance
management processes need to align with how work is carried out, otherwise
organizations are at risk of decreased performance and engagement within
their teams.
Impact and Result
- Determine where team-based performance management is
appropriate by identifying eligible teams.
- Adapt the existing performance management process for eligible teams by customizing the following building blocks to meet their needs: overall process, goal setting, competencies, feedback and coaching, crowd-sourced feedback, and ratings.