Thursday, November 3rd, 2016

Approach Performance Feedback With A Growth Mindset

In case you haven’t heard GE (General Electric) is changing their performance feedback system. Many large companies are doing the same thing. The are looking at a fresh approach to feedback that is more continuous and helpful.

GE has been known for it’s “rank and yank” system made famous by long-time CEO Jack Welch. You rate and rank your employees from top to bottom and then get rid of the bottom players – year after year.

Gone are those days thanks to the Millennials. Now, employers are focusing on growth (career growth and helping people get there).

Companies are doing something I have been urging CPAs to do for several years now…. set-up shorter goal periods and have fewer goals, then change the dialogue to growth conversations that are not tied to compensation.

Millennials, because of technology, are accustomed to having continual feedback – it’s a fact of life for them and employers are getting wise to that fact.

For your firm, it might mean a culture change and a plan on how to implement that change. You have to help partners and managers make the transition from a competitive process to one that is identified by its emphasis on growth.

GE’s slogan…. “inspire connection and develop people.”

Not a bad thing to consider for your firm and your people.

Read more about the GE transition here.

  • "The people who get on in the world are the people who get up and look for the circumstances they want, and, if they can't find them, make them."
  • George Bernard Shaw

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