Excited to share this AMAZING blog post in collaboration with Pando!
Continuous Performance Calibration Saves Time: It not only saves time but also makes year-end conversations more robust, thoughtful, and factual. Continuous conversations ensure nothing is forgotten, misplaced, or diluted. Clear Growth Paths with Built-in Career Frameworks: HR and SLT must be intentional in creating role-based growth strategies. Move beyond generic courses and random objectives; provide intrinsic value to employees for meaningful development. Leverage AI for HR: A strong AI strategy can elevate HR practices, filling inefficiency gaps and improving perceptions. Unlock new levels of potential! #HRTech #CareerGrowth #AI
Barbra Gago
2w
Continuous calibration is all about creating the structure, frameworks and cadences between managers and reports to regularly calibrate around performance outcomes. It helps reduce the mental and time load of performance reviews, and engages employees in realtime to be accountable for business outcomes.
Natalia Suryadharma Sarah Nayton Melanie Costello thought of you all
Sarah P. this is a great read and really aligns with what we set out to achieve through our GROWTH process. 🧡 #itsallaboutthepeople
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Super helpful!
OK Boštjan Dolinšek
Well said!
Senior HR/people operations executive and hands-on team leader with a robust collaborative work ethic. Recognized for Human Resources (HR) business partner/generalist expertise, integrity, and thought leadership.
2wAlthough I'm not certain I would see "Continuous Performance Calibration" as some new or dynamic approach to performance management for those who've been actively at-work in this field of Talent Management the past couple of decades, I've witnessed those in organizations large and small report feeling more valued and are more engaged when they are receiving constant, real-time, substantive feedback. It hasn't mattered whether it was a Fortune 50 company or a rapid-growth start-up of only a few hundred... for-profit or nonprofit... the more often the better, the nearer to real-time as possible the better, and as inexorably-linked to the employee's performance/behaviors and progress in THEIR role, SPECIFICALLY, the better. True, an antiquated and cumbersome process will create resistance and cause lost focus, but there are technology assists available. I agree with Barbra Gago that its about reducing the burden of traditional performance reviews on employees and managers, and instead engaging them to be accountable for business outcomes!