Is the traditional performance assessment on its way out in the wake of the advent?

Modern performance management in the modern day is about creating a system that is specific to your business and its people. Even though they all had different approaches, Adobe, Deloitte, and GE all had their own distinct performance management plan that worked perfectly for them. Traditional performance evaluations may be a thing of the past based on headlines. There are still some traditional review elements used by those leading the way with performance management reform.


Adobe continues to use annual reviews to highlight results and negotiate remuneration. It was decided that these reviews would be reduced in duration and that quarterly check-ins would be added to provide a more frequent dialogue about performance.


It was decided that Deloitte would use a four-question survey given at the end of each project or quarter, whichever came first. Their end-of-year promotion and compensation decisions are based on these more regular evaluations.


Even though GE has a new tool for providing real-time feedback, they are still doing annual reviews, which they have renamed Summary Conversations. The end-of-year meetings focus on summarizing feedback rather than coming up with fresh ideas.

However, modern performance management is fairly straightforward. There isn’t a new “correct” method of doing things. What matters is how you use the old tools to serve your company best.

Modern Performance Management: 5 Steps to Success:

We’ve put together a blueprint for any firm to implement a modern performance management strategy based on our experience working with hundreds of clients.

Get to know Your Company:

Make sure you have a firm knowledge of your organization’s performance management context before beginning the process. You can start with PwC’s four building blocks to analyse your organization’s requirements and establish your Organizational DNA.

There is a right to make your own decisions:

Determine who is influencing decisions and who is making them.

There is a constant flow of information:

What are the methods your company uses to disseminate information and knowledge? The question is whether there are any established routes of communication.


Identify the goals, opportunities, and incentives that your company’s history and current practices have on teams and individuals.


Create a clearly defined structure with distinct roles and duties. Your performance management strategy will be unique because each organization has its own unique set of strengths and weaknesses. For example, the proper approach for a video game creation company will be extremely different from that of an insurance company that has been around for 50 years and has a lot of hierarchy.

Decide where you want to go:

There are a variety of uses for performance management, and it is crucial to choose which is best for your company. The most typical examples are:

Accountability Development



Alignment of the Organization

Strengthening core values

Military’s performance management:

The military’s performance management strategy has traditionally been based on responsibility and recognition. It is a good idea in organizations with well-defined jobs and hierarchies. Many creative organizations, such as Betterment, place a high priority on alignment. Flat organizations with many ambiguous jobs can have a difficult time coordinating their efforts.

Use the following three building blocks:

You’re ready to create a systematic approach with a defined goal in mind. Nearly any performance management plan can be constructed with just three components, according to our research at PerformYard.


However, despite the widespread opposition to performance evaluations, a structured review process is still necessary for many organizations. A structured evaluation procedure ensures that everyone is treated fairly and objectively, allowing for a long-term performance assessment.


In addition to motivating your team and ensuring that everyone is on the same page, high-quality goals serve as the foundation for productive performance discussions. Discussing what works and what doesn’t is much easier when everyone can agree on what success looks like ahead of time.


Employees’ daily lives are intertwined with their performance evaluations and goals, thanks to their feedback. In another way, you can think of our review and goal sessions as planning for how we want to perform. The feedback confirms those intentions throughout the year and puts them into action.

Get Out of the Way:

These are issues that are close to our hearts as HR professionals. It is our duty. However, it is crucial to realize that most organizations do not have this responsibility. Our performance evaluation procedures may even be viewed as a source of irritation by certain employees. We must put on our product designer hats and consider our employees to be customers of the product we are creating.

Performance management should be improved:

As a result, performance evaluations are no longer only a once-a-year drudgery that everyone dreads. Employee productivity and happiness are the primary goals of modern performance.

Trakstar can assist in this way:

Improve your performance management process by generating a variety of reports. For example, you may see how your performance has improved over time, discover biases in the rating process, and compare evaluation scores.

Require employees to serve as evaluators:

Employees are more open to reviews if they are involved in the process. The results are more accurate when numerous persons are involved in the evaluation process. Employees are requested to evaluate their own and their coworkers’ performance as part of a modern approach to performance management.

Practical Example of Modern Performance Appraisal:

Sprigg’s Performance Management platform is easy, intuitive, versatile, and cost-efficient, and it includes current and effective methods for performance evaluation, such as:

Continuous and 360-Degree Inquiry:

All of these features are available in real-time, allowing for continuous feedback and easy check-ins at the touch of a button, as well as multi-rater/360-degree feedback tools. Sprigg streamlines the process of providing and receiving feedback within a company.

One-on-ones and Performance Reviews:

Sprigg helps HR professionals assign the indicators that matter to their performance evaluations, fosters continual appraisal talks, and aids in regulating the frequency of reviews undertaken by HR professionals.


Doing what’s best for your company should focus on modern performance management. That does not imply you have to switch to continuous feedback and OKRs if a huge bulky annual review is no longer appropriate for your situation. Start iterating now that you have the building blocks in place. You’ll have a sophisticated performance management system in place before you realize it.


Is the traditional performance assessment on its way out in the wake of the advent?

No, not exactly.

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