Include employee self-evaluations in the performance review.Use midpoint employee performance check-Ins.Here are five key tactics you can replicate to evolve your organization’s performance management processes:

The insights Google’s People Operations found led to several process changes and initiatives. “All it takes is a belief that people are fundamentally good-and enough courage to treat your people like owners instead of machines.” -Laszlo Bock In his book Work Rules, Bock described how Google transformed their culture by improving their performance management processes.īy relying on “people analytics,” a mix of qualitative and quantitative data, the company has been able to improve their performance management processes, employee performance, and overall employee experience. This is when Laszlo Bock, then-Senior Vice President of People Operations at Google (their Human Resources department), came into the picture. For Google, their culture transformation hinged on their performance management system, which needed serious improvement. Creating a people-first culture like Google’s takes time and dedication. From table tennis to nap pods, Google’s unique work environment has consistently helped it rank high on Fortune’s Best Companies to Work For list.īeyond their exceptional employee perks, Google also stands out as an employer because of their world-class company culture.īut that culture wasn’t built overnight. When most people think about a great workplace, Google is often top of mind. The Evolution of Google’s Performance Management System So, how do you ensure your organization’s performance management system and processes are effective? Look no further than Google’s performance management evolution. It can also lead to decreased employee productivity and less profits for your organization.Īccording to a study on the effects of performance feedback interventions, the wrong type of performance feedback can actually decrease employee performance by as much as 30%! This can inadvertently have a negative impact on your organization's culture. Ineffective performance management systems and processes can cause your employees to disengage. Performance reviews and measures are just a small part of your organization's overall performance management system, and focusing too much on the wrong thing can backfire. Performance management is the ongoing communication between an employee and their supervisor to improve performance. But, truth be told, performance management isn’t just about managing performance. What’s the first thing that comes to mind when you hear this? Is it the annual review? Performance metrics?

Laszlo bock