Effectively managing goal performance is critical to organizational success. With limited resources and volatile market conditions, organizations must flawlessly execute their strategy to outperform their competitors.
Companies like GE, Deloitte, and Microsoft are no longer using annual reviews to manage performance. Instead, they use modern ongoing performance management tactics such as feedback loops and OKR goals (Objectives and Key Results) to accelerate results.
Tom Coens and Mary Jenkins’ Abolishing Performance Appraisals: Why They Backfire and What to Do Instead makes a compelling argument for replacing annual reviews with a more agile performance management framework.
Google, Adobe, Microsoft, and other leading companies have all ditched the annual review citing poor ROI. In its place, they use ongoing performance management tactics like continuous feedback loops and OKR goals.
Managers who want to drive team performance often use the wrong approach. Instead of using ongoing performance management tactics like OKRs and check-ins to track progress with a light touch, they examine performance too closely.
Recent research from the University of Chicago confirms what we have long considered a crucial pillar of the manager/team relationship: a manager’s feedback plays a critical role in their teams’ goal pursuit.
Here at Atiim, we’re always looking for new ways to give executives tools to oversee their teams effectively and accelerate results, which is why we routinely provide insights to OKR goals best practices and explore management topics.