Use Case: Ongoing Performance Management

What Is Ongoing Performance Management?

Ongoing (or continuous) performance management is the modern way of managing and improving performance. It’s different from the traditional approach in many ways and the primary difference is that it is not annual (not once-a-year performance review) but it is ongoing and real-time (specifically weekly). Another difference is that it is owned locally by managers (and supported by HR) and is not ran from a traditional HR system or owned exclusively by HR, nor is it done for the purpose of compliance but instead encouraged for the purpose of developing your talent and increasing their performance over time. And, according to Wikipedia (as well as research organizations such as Deloitte Bersin), it starts with setting objectives and then helping employees to achieve these objectives.

Business Challenges You Face:

  • Your existing performance management process doesn’t keep up with the rapid growth or the face pace of your business
  • Your managers are not actually doing the kind of performance management that makes them effective at their job – they are instead just adhering to an outdated but requisite annual review process and your managers are told to fill in notes on each employee in order to run the annual performance reviews (which these same managers find as a waste and not helpful)
  • Your performance management process is there just to mitigate risk (compliance) but not to improve performance nor achieve business results
  • Your employees hate performance reviews and don’t find them useful or meaningful
  • Your company’s managers don’t spend much time with each employee on performance management each year
  • The time and money spent on performance management at your company is not improving business results
  • Most people at your company feel that the performance review process is not worth the significant amount of time invested into it
  • Your company’s executives, business managers, employees and even the HR department are dissatisfied with the current performance management and performance review process
  • Your performance management is a bureaucratic process existing as an end in itself rather than actually for improving performance and delivering results


  • Create a data-driven and results-driven employee performance management process that is embraced by every manager up and down your org chart as a valuable tool to manage their teams
  • Enable all the managers to be more effective at their jobs through a talent development process that increases performance
  • Motivate and engage employees by developing the talent and providing ongoing feedback consistently and objectively
  • Every employee and their manager can focus on personal growth in real-time
  • Improve culture through helpful recognition and ongoing check-ins that are focused on measurable objectives, recognition focused on progress by goal-achievement as well as coaching to eliminate roadblocks and obstacles