New research has been published by Forrester based on surveys into the impact of Covid-19 on employees and performance management. The results (outlined above) are worth reviewing from the perspective of the impact on organizational performance.
According to the research, fifty-three percent of respondents to the Forrester survey said that they are afraid of the virus and sixty-seven percent say that the regularly stay informed about it. While forty-five percent of respondents believe that work life will be disrupted by the virus into the future, even worse is that almost thirty percent
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The future of performance appraisals is likely to be characterized by a number of trends, which include:
A shift from annual to continuous feedback. More and more organizations are moving away from once-a-year performance reviews in favor of continuous feedback. This allows managers to provide employees with more timely and actionable feedback, and it can also help to build stronger relationships between managers and employees.
A focus on development rather than ratings. Traditional performance appraisals often focus on rating employees on a scale, but this approach can be counterpr
A shift from annual to continuous feedback. More and more organizations are moving away from once-a-year performance reviews in favor of continuous feedback. This allows managers to provide employees with more timely and actionable feedback, and it can also help to build stronger relationships between managers and employees.
A focus on development rather than ratings. Traditional performance appraisals often focus on rating employees on a scale, but this approach can be counterpr