{"id":90706,"date":"2023-05-02T08:33:54","date_gmt":"2023-05-02T15:33:54","guid":{"rendered":"https:\/\/www.betterworks.com\/?p=90706"},"modified":"2023-09-12T05:15:10","modified_gmt":"2023-09-12T12:15:10","slug":"how-future-oriented-leaders-are-transforming-performance-management","status":"publish","type":"post","link":"https:\/\/www.betterworks.com\/magazine\/how-future-oriented-leaders-are-transforming-performance-management\/","title":{"rendered":"How 3 Future-Oriented HR Leaders Are Transforming Performance Management"},"content":{"rendered":"\n<div class=\"wp-block-ht-block-toc is-style-contrasted htoc htoc--position-wide toc-list-style-plain\" data-htoc-state=\"closed\"><span class=\"htoc__title\"><span class=\"ht_toc_title\">Table of Contents<\/span><span class=\"htoc__toggle\"><svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"16\" height=\"16\"><g fill=\"#444\"><path d=\"M15 7H1c-.6 0-1 .4-1 1s.4 1 1 1h14c.6 0 1-.4 1-1s-.4-1-1-1z\"><\/path><path d=\"M15 1H1c-.6 0-1 .4-1 1s.4 1 1 1h14c.6 0 1-.4 1-1s-.4-1-1-1zM15 13H1c-.6 0-1 .4-1 1s.4 1 1 1h14c.6 0 1-.4 1-1s-.4-1-1-1z\"><\/path><\/g><\/svg><\/span><\/span><div class=\"htoc__itemswrap\"><ul class=\"ht_toc_list\"><li class=\"\"><a href=\"#h-look-to-your-north-star\">Look to your North Star<\/a><\/li><li class=\"\"><a href=\"#h-align-people-along-shared-expectations\">Align people along shared expectations<\/a><\/li><li class=\"\"><a href=\"#h-empower-better-conversations\">Empower better conversations<\/a><\/li><\/ul><\/div><\/div>\n\n\n\n<p>For many companies, traditional performance management is on its way out. More and more business leaders recognize that legacy processes aren\u2019t having a positive impact on performance, and oftentimes, have a negative effect. That\u2019s why we\u2019re experiencing a revolution in performance management.<\/p>\n\n\n\n<p>Changing a process as complex and institutionalized as performance management is no easy task. Thankfully, this transformation isn&#8217;t without precedent: Future-oriented HR leaders around the world are showing how you can empower great performance in the modern workplace.<\/p>\n\n\n\n<p>We invited three such leaders from among Betterworks\u2019 clients to participate in a panel conversation during our <a href=\"https:\/\/golive.on24.com\/event\/4110262\/registration\">EmpowerHR virtual event<\/a>. Learn more about how talent leaders at Rivian, Arcesium, and the University of Phoenix are revolutionizing performance management.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-look-to-your-north-star\">Look to your North Star<\/h2>\n\n\n\n<p><a href=\"https:\/\/rivian.com\/\" target=\"_blank\" rel=\"noreferrer noopener\">Rivian<\/a>, an electric vehicle company, grew from 1,700 employees to more than 15,000 within three years. Scaling nearly 800% in such a short amount of time required a complete overhaul of Rivian\u2019s performance management processes.<\/p>\n\n\n\n<p>\u201cWe zoomed out. And at the highest level, we started with our talent philosophy centered around how we foster a high-performance culture,\u201d said <a href=\"https:\/\/www.linkedin.com\/in\/sabrinacpark\/\" target=\"_blank\" rel=\"noreferrer noopener\">Sabrina Park<\/a>, senior director of global talent management at Rivian. Tenets of Rivian\u2019s talent philosophy include:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Performance can always be improved<\/li>\n\n\n\n<li>Employees should always know where they stand<\/li>\n\n\n\n<li>Development is owned by employees and enabled by managers<\/li>\n<\/ul>\n\n\n\n<p>Starting with shared values and beliefs made it easier for Rivian\u2019s talent team to design a functional process. Rivian\u2019s talent philosophy \u201cwas our North Star and how we look at performance management programs,\u201d Park said.&nbsp;<\/p>\n\n\n\n<p>Rivian moved from \u201can annual performance review to a more conversation-based check-in, and it&#8217;s shaped by a series of meaningful interactions with your manager on a regular basis,\u201d Park said.<\/p>\n\n\n<div class=\"lazyblock-recommendedread-1Di6di align  wp-block-lazyblock-recommendedread\">        <div class=\"recommended-read-notice\">Recommended Read<\/div> \n        <div class=\"recommended-read-box\">\n            <div class=\"recommended-read-image\">\n                <img decoding=\"async\" src=\"https:\/\/www.betterworks.com\/wp-content\/uploads\/2023\/02\/Josh-Bersin-Webinar-Recap-Thumbnail-1.jpg\" alt=\"\">\n            <\/div>          \n            <div class=\"recommended-read-text\">\n                <div class=\"recommended-read-categories\"><a href=\"\/performance-management\/\">Performance Management<\/a><\/div>\n                <div class=\"recommended-read-title\">Josh Bersin: \u2018Every Single Person in Your Company Wants to Do More\u2019<\/div>\n                <div><a class=\"recommended-read-cta\" href=\"https:\/\/www.betterworks.com\/magazine\/josh-bersin-every-single-person-in-your-company-wants-to-do-more\/\">Read Now<\/a><\/div>\n            <\/div>\n        <\/div>\n        <\/div>\n\n\n<h2 class=\"wp-block-heading\" id=\"h-align-people-along-shared-expectations\">Align people along shared expectations<\/h2>\n\n\n\n<p><a href=\"https:\/\/www.arcesium.com\/\" target=\"_blank\" rel=\"noreferrer noopener\">Arcesium<\/a>, a fintech and professional services firm, needed to align roles and expectations across continents. \u201cWe&#8217;re a global organization that has a footprint in three geographies, with plans to scale,\u201d said Bhavya Gopalakrishnan, senior vice president and head of human capital at Arcesium. \u201cFor legacy reasons, we&#8217;ve had a disparate system of levels and titles across regions.\u201d<\/p>\n\n\n\n<p>To solve for these disparities, Arcesium\u2019s HR team redefined the organizational chart and developed \u201ca common unified structure where we have baseline expectations for every level,\u201d Gopalakrishnan explained. The team also created a global role architecture to align responsibilities across shared titles, regardless of location.&nbsp;<\/p>\n\n\n\n<p>These changes to structure and titles helped Arcesium standardize performance expectations for each role and make career trajectories more transparent. \u201cThe system is also going to ensure that employees and managers are having periodic conversations around skill level [and] conversations around, \u2018Where am I right now? What does it take for me to move to the next level? What do I need to get better?\u2019\u201d Gopalakrishnan said.&nbsp;<\/p>\n\n\n\n<p>Managers and employees have a shared internal vocabulary, which helps them ask better questions and move the needle on performance.<\/p>\n\n\n\n<p>While redefining organizational roles, Gopalakrishnan is also building a culture of accountability. Her team is developing a clear structure for different types of goals at different levels \u2014 and who&#8217;s responsible for each. This transition will allow each employee to prioritize their goals in a metrics-driven way.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-empower-better-conversations\">Empower better conversations<\/h2>\n\n\n\n<p>At the <a href=\"https:\/\/www.phoenix.edu\/\" target=\"_blank\" rel=\"noreferrer noopener\">University of Phoenix<\/a>, the talent team is having managers revisit what an effective conversation looks like. The traditional <a href=\"https:\/\/www.betterworks.com\/magazine\/embrace-modern-efficient-calibration\/\">performance calibration process<\/a> has managers ask questions to calibrate talent in a nine-box model and rank them. The University of Phoenix is taking a different approach \u2014 using the same types of questions with the intention of digging deeper into what each person needs to drive performance.<\/p>\n\n\n\n<p>\u201cInstead of using that to generate the nine-box, we&#8217;re using that to really generate the thought process around: \u2018Where&#8217;s my employee at? What are their needs? And what type of conversation should I have with them in this check-in conversation based on those factors?\u2019\u201d said <a href=\"https:\/\/www.linkedin.com\/in\/jeff-andes-phr-8a65a12\/\" target=\"_blank\" rel=\"noreferrer noopener\">Jeff Andes<\/a>, University of Phoenix vice president of talent management.<\/p>\n\n\n<div class=\"lazyblock-recommendedread-Z1oSlyp align  wp-block-lazyblock-recommendedread\">        <div class=\"recommended-read-notice\">Recommended Read<\/div> \n        <div class=\"recommended-read-box\">\n            <div class=\"recommended-read-image\">\n                <img decoding=\"async\" src=\"https:\/\/www.betterworks.com\/wp-content\/uploads\/2022\/08\/Blog-UoP3Sixty-800x800-1.jpg\" alt=\"\">\n            <\/div>          \n            <div class=\"recommended-read-text\">\n                <div class=\"recommended-read-categories\"><a href=\"https:\/\/www.betterworks.com\/magazine\/category\/vantage-point\/employee-experience\/\">Employee Experience<\/a> | <a href=\"\/performance-management\/\">Performance Management<\/a><\/div>\n                <div class=\"recommended-read-title\">Building culture and an employee-first experience at University of Phoenix<\/div>\n                <div><a class=\"recommended-read-cta\" href=\"https:\/\/www.betterworks.com\/magazine\/building-culture-employee-first-experience-university-of-phoenix\/\">Read Now<\/a><\/div>\n            <\/div>\n        <\/div>\n        <\/div>\n\n\n<p>Andes\u2019 team developed three conversation models to help managers meet each employee where they are:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Accelerator conversations for helping high-potential employees identify opportunities for growth<\/li>\n\n\n\n<li>Enricher conversations for improving performance and engaging solid performers<\/li>\n\n\n\n<li>Concentrator conversations for supporting people who aren\u2019t performing at a high level or are new to their role<\/li>\n<\/ul>\n\n\n\n<p>Each of these conversation types looks different because each employee has distinct needs and goals. This shift in focus also helps managers train on calibration.&nbsp;<\/p>\n\n\n\n<p>\u201cWe are asking our leaders to align with their leader, at least informally, before the conversation,\u201d Andes said. \u201cSo we&#8217;re teaching them how to assess performance, assess potential.\u201d<\/p>\n\n\n\n<p><\/p>\n\n\n\n<figure class=\"wp-block-image size-full\"><a href=\"https:\/\/golive.on24.com\/event\/4110262\/registration\"><img loading=\"lazy\" decoding=\"async\" width=\"740\" height=\"228\" src=\"https:\/\/www.betterworks.com\/wp-content\/uploads\/2023\/04\/EHR-2023-Plum-Horizontal-LogoandCTA.jpg\" alt=\"\" class=\"wp-image-90700\" srcset=\"https:\/\/www.betterworks.com\/wp-content\/uploads\/2023\/04\/EHR-2023-Plum-Horizontal-LogoandCTA.jpg 740w, https:\/\/www.betterworks.com\/wp-content\/uploads\/2023\/04\/EHR-2023-Plum-Horizontal-LogoandCTA-480x148.jpg 480w\" sizes=\"(min-width: 0px) and (max-width: 480px) 480px, (min-width: 481px) 740px, 100vw\" \/><\/a><\/figure>\n","protected":false},"excerpt":{"rendered":"<p>For many companies, traditional performance management is on its way out. More and more business leaders recognize that legacy processes aren\u2019t having a positive impact on performance, and oftentimes, have a negative effect. That\u2019s why we\u2019re experiencing a revolution in performance management. Changing a process as complex and institutionalized as performance management is no easy [&hellip;]<\/p>\n","protected":false},"author":111,"featured_media":90707,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_et_pb_use_builder":"off","_et_pb_old_content":"","_et_gb_content_width":"","content-type":"","inline_featured_image":false,"footnotes":""},"categories":[3307,59],"tags":[],"featured_location":[],"industry":[],"class_list":["post-90706","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-performance-management","category-strategic-alignment"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v18.1 (Yoast SEO v23.9) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>The Future of Performance Management According to HR Leaders - Betterworks<\/title>\n<meta name=\"description\" content=\"At EmpowerHR, talent leaders shared how they\u2019re revolutionizing performance management.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.betterworks.com\/magazine\/how-future-oriented-leaders-are-transforming-performance-management\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"How 3 Future-Oriented HR Leaders Are Transforming Performance Management\" \/>\n<meta property=\"og:description\" content=\"At EmpowerHR, talent leaders shared how they\u2019re revolutionizing performance management.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.betterworks.com\/magazine\/how-future-oriented-leaders-are-transforming-performance-management\/\" \/>\n<meta property=\"og:site_name\" content=\"Betterworks\" \/>\n<meta property=\"article:publisher\" 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