Setting Performance Objectives Like Google

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Accenture wants to rid itself of the annual review and completely overhaul its entire performance management process. What was their solution? Make it more accurate. This company began measuring and tracking interactions between managers and employees to better focus on immediate development. No more “annual” reviews and no more “ranking.” Like others on this list, they are using application technology to their advantage, helping the internal organization efficiently relay feedback.

How To Get Accurate Like Accenture:
Part of having an accurate performance management process is being able to glean iceland whatsapp phone number insight from your existing workforce to make better decisions regarding the total workforce… and future workforce. Employee performance data can be used to assess the performance of your team in comparison to overall business goals giving you the insight needed to make accurate performance assessments and predictions.

Problems with employee productivity or revenue loss can be cause for major concerns in an organization. How are you supposed to fix these problems if you don’t know they exist in the first place? Focus on accurate performance issues with the help of performance data from your system. Access historical performance data and compare and contrast how that data relates to business performance. What you find may shock you, but it will definitely help you hone in on areas that have been neglected!

Performance Review Example #6: Google
As a famous innovator, it’s no surprise that Google’s performance review process is nontraditional compared to other companies. Ranking and sticking to an annual timeline have never been a part of their technique. Instead, they focus on goal-setting and motivating employees to meet those goals, all while looking at specific objectives and key results (OKRs). All these elements along with the addition of measuring performance, peer-to-peer feedback and working to remove bias make the perfect combination for the great review system.

“We need people to know how they’re doing, and we’ve evolved what might at first seem like a zanily complex system that shows them where they stand. Along the way, we learned some startling stuff. We’re still working on it, as you’ll see, but I feel pretty confident we’re headed in the right direction. And with any luck I can save you some of the headaches and missteps we had along the way.”– Laszlo Bock, SVP, People Operations, Google
Ongoing performance review conversations are the perfect opportunity to set goals, define how the goals will be met and share goal progress and completion. 60% of employees state they need to interact with at least 10 other employees on any given day, so making sure these goals don’t get their wires crossed is crucial. Consider investing in tech tools to help your employees accomplish their goals. Check out the top most used tools Business News Daily highlights: