Situation

• An intentionally renowned medical center with 25,000 employees and an ineffective performance management process that was:
  • Dreaded by employees and labor intensive
  • Retrospective point-in-time evaluation
  • Measurement of minimum expectations

Approach

• Established guiding principles for the performance management program
• Articulated a vision for transformation
• Tested the process with leadership and employees

Results Include

• A process designed to:
  • Create an experience through a continuous conversation that inspires performance
  • Develop talent for the future
  • Measure against employee potential and business objectives
  • Simplify experience with a social process, supportive tools, and resources
  • Calibrate performance measurement across the talent pools
  • Differentiate performance with well defined rating scales
  • Measure behaviors and outcomes