"We have this combination of what we want to achieve, but also how we achieve it," Daniela Seabrook, Adecco Group's CHRO, told Business Insider. "The behavioral aspect is really important for us." She said that driving the change is the company's intent to have "a continuous exchange between an employee and a leader" - not just a formal review once or twice a year. More frequent feedback is necessary, Seabrook, to keep up with the pace of change in business. "It's very important that the people know, 'Where am I? How am I doing? How am I developing?'" she said."
"As AI drives what feels like ever-faster change, and as many workers stay in their jobs for longer, employers are recognizing a need to make their performance evaluations more responsive, workplace observers told Business Insider."
"In other cases, employers benefiting from the tight labor market simply want to squeeze more productivity out of their workers and think they can get there by grading harder, she said. That means getting to say, "I'm going to really ramp up my performance evaluation process, so I'm only keeping my best people," Vaillancourt said."
Major companies including Meta, Amazon, and Boston Consulting Group are changing performance-evaluation systems to reflect faster technological change and longer employee tenures. Adecco Group is redesigning reviews for over 35,000 corporate workers across 60-plus countries, limiting goals to two to five and clarifying how to meet them. Managers emphasize behavioral competencies and continuous exchanges between employees and leaders rather than infrequent formal reviews. Employers are increasingly prioritizing agility, adaptability, and AI-related skills. Some firms are tightening grading to reward top performers with larger pay increases and to retain only the highest-performing employees.
Read at Business Insider
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