2. say their process doesn’t generate accurate
or useful information.
of managers are dissatisfied with how
their company does performance reviews.

3. What’s Trending
Ranking/rating is
eliminated overall and
in specific performance
categories
The annual review
process becomes
multiple dialogues
Formal
documentation
processes are
minimized
Accenture
Deloitte
Adobe
Gap
Microsoft
GE
The manager
coaches and
facilitates rather
than just
evaluates

4. Announce
two week
discussion
period
Employees
schedule 20-
30 min.
meeting
with their
manager
Employee
and manager
email each
other with
take-aways
(include some
goals)
Distribute
discussion
guideline –
employee
and manager
jot notes for
conversation
Here’s Our Plan
ANNOUNCE DISTRIBUTE MEET RECAP

6. Here’s Our Process
“What I’m really good at. What I need to work on.”4 – 15 JANUARY
13 – 24 JUNE
10 – 21 OCTOBER
“What my boss is doing right. What DDA can
do to help me be successful.”
“What did we learn? Where do we go
from here?”

7. Management Review
SHARE
Managers review the results/contents of these discussions
with senior executives.
CALIBRATE
Sr. Management evaluates this process company wide to
build consistency and promote on-going refinement.

8. Getting The Dollars Right
SENIOR MANAGEMENT
• reviews compensation annually
• considers changes based on manager/employee
discussion process and budget
Notifying employees of changes in their compensation package
should occur outside of this assessment process.
MANAGERS
• share compensations decisions directly with
their team member