Performance management is often seen as a rigid process, but what if we approach it as a continuous cycle of growth? In this session, we will explore how a fully integrated service company redesigned its performance process to be more dynamic, responsive, and employee-focused. The company recognized that its outdated process no longer met the evolving needs of employees or the business. Instead of applying a one-size-fits-all approach, they developed a framework centered around three key pillars: potential, performance, and development. By integrating structured assessments, goal setting, and feedback loops, they created a system that not only evaluates individual performance but also fosters long-term growth. A crucial challenge was shifting mindsets. However, by combining systematic data input with meaningful manager-employee dialogue, they improved information flow, clarified roles, and created a process that feels less like an evaluation and more like an opportunity. This session will share insights from one year of design and one year of implementation, focusing of best practices for performance transformation.

In this session, you will learn

• How to design a performance management system that aligns with both business goals and employee development.
• How to integrate technology with human interaction to create a balanced approach to performance assessment.
• How to communicate changes effectively and overcome resistance to new performance management structures.