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Almost all Leaders, Manager and HR Professionals know the struggles that come with traditional Performance Management. The goal-setting at the beginning of the year. Followed by a mid-year progress review and a performance rating by the end of the year. It’s a one size fits all approach.
Is this effective? The answer is no. New ways are already adopted by companies like ING, ASR Nederland, T-mobile. A lot already has been written about how to increase employee engagement and stop the traditional performance management. Looking at the experiences with new methods so far, the next steps are universal.
Happy and engaged employees with tailor-made performance and engagement processes.
Positive employer branding, employee and customer experience.
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