How do you think that performance management needs to adapt to align to smart working?

The annual appraisal is more or less dead, but how can we manage the performance of people who are not necessarily in the same room as the leader? What are companies doing to crack this?

Reena over 6 years ago in reply to Anna

Hi Anna
Agree.
However I believe that it is also important to capture feedback/coaching and results factually. Ideally, yes if everyone is able to do so regularly and keep the records straight, it sounds like perfect.
I also think that it is important that we capture the degree to which deliverables are achieved and demonstrate factually/ quantitatively differences in outputs across individuals - which is why I tend to favour the annual or periodic reviews where the line manager ought to specifically make time for a crucial performance conversation with team members.
Cheers
Reena
Cancel
Vote Up 0 Vote Down

Sign in to reply

Cancel