For years, organizations have been talking about reinventing performance management, but new ways of working since the pandemic — particularly the rise of hybrid work models and the desire for employees to be seen as people, not just workers — make this a critical moment to rethink the purpose and value of performance management programs.
In the future, leaders and managers will move beyond just measuring employees’ outcomes and consider the context in which employees’ outcomes are achieved: their personal goals, the circumstances in which they work, the teams to which they belong and the type of work they complete.
We predict that over the next three to five years, employers will shift to a performance management approach that views performance differently in six ways:
No. 1 Goals will be personal as well as professional
Goal-setting and feedback conversations are meaningful when they help employees directly link their contributions to the organization’s goals. However, personal context is also important. Eighty-two percent of employees polled in the Gartner 2021 EVP Employee Survey said they wanted their organization to see them as people, not just employees.