Performance management that doesn't suck!
Where employees want to make a huge and positive impact through their work. They want to achieve big goals, innovate new ways and engage with purpose. The top performers are seeking out these workplaces, and employers enabling this are making themselves irresistible.
Annual or 6 monthly reviews no longer meet the needs of today's talent. Employees need to constantly know how they're going, whether they need to make minor course corrections or double down on something great. They need to know their goals are aligned with what really matters, and their manager is there to coach, and help them succeed.
From a once a year pain, to a team centric model of development, engagement and retention.
Adobe pioneered continuous performance management in 2012 and were the first to dump the annual review. The process has evolved even further since and we just love the reactions from the Adobe team!
It can sometimes catch people by surprise, so here's what to expect when you announce the replacement of annual or 6 monthly reviews.
The thing that really made me start thinking that this could be valuable was the following email:
”John’s certainty of completing this goal on time is 52%”. This feedback of somebody’s confidence or willingness etc is something that I really like, as it enables me to ask why they feel that way, and then to initiate a conversation with them about it to improve the outcomes for for everyone.
- Jonathan Au: Product Owner
Teams who are brought together by Crewmojo inspire themselves. The spirit of co-operation that it fosters means that everyone is bought in and the whole ends up being greater than the sum of the parts.
- Stephen Edwards: Chairman, Silver Lining Solutions
National Finalist 2017
Silver: 2017 Hottest HR Tech Startup
National Finalist 2017
Winner - 2017 Melbourne and Sydney Pitch Days
Top 4 National Finalist 2017
Love the platform and the idea. It's so easy to navigate and it's very intuitive.
- Dawn Kayze