Is Performance Management Performing?

Is Performance

Management Performing?

10 Focus Areas to Drive

Better Business Performance

2

94% of leaders surveyed believe that

performance management improves

business performance

Performance management

is important:

Copyright © 2016 Accenture All rights reserved.

3

Both work and the workforce are changing.

79% of organizations have made changes to their

performance management practices in the past five years.

But more needs to be done to effectively support the

workforce of the future.

89% of employees believe their performance would

significantly improve if performance management were

changed further.

Why change it?


4

Focus Area #1

Ongoing Annual

Copyright © 2016 Accenture All rights reserved. 4

57% of respondents see annual performance reviews

as a waste of time, and want real-time coaching

and development.

Shift from annual feedback

to ongoing coaching and development

5

Focus Area #2

Motivating Discouraging


46% of employees say feedback provided in a

discouraging way is one of their biggest sources

of discontent.

Help leaders have useful and

constructive conversations

6

Focus Area #3

Straightforward Complex


Leaders spend 42% of their time on formal

documentation, and only 58% on employee

conversations and coaching.

Reduce “administrivia” to free up time

for real coaching and development

7

Focus Area #4

Future Past


65% of respondents say their organization has not yet

moved from a focus on past assessment to future

development.

Move the focus from performance

review to performance development

8

Focus Area #5

Personalized Standardized


77% of respondents say performance management

should be personalized to meet the needs of the

workforce of the future.

Move from “one-size-fits all”

to a personalized approach

9

Focus Area #6

Transparent Obscure


74% of respondents say making performance

management transparent is required in an era

of open information sharing.

Embrace transparency and open

information sharing

10

Focus Area #7

People Driven Enterprise Driven


48% of leaders say performance ratings

make it easy for supervisors to allocate

rewards without carefully evaluating

performance.

Move people decisions closer

to the people vs. relying solely on

enterprise-driven ratings and rankings

11

Focus Area #8

Collaborative Individual


Just 38% of employees say their organization

includes an evaluation of collaborative or

team contribution as part of performance management.

Include collaborative performance as

part of performance assessment

12

Focus Area #9

Multiple Sources One Source


63% of respondents say relying on one supervisor’s

employee evaluation is not an accurate way

to assess someone.

Involve peers and project leaders in

performance management

13

Focus Area #10

Whole Sum of Parts


Clearly define what high performance means in the

context of the workforce of the future

Maintain a vision for performance

management that is in line with the

mission of the organization

14Copyright © 2016 Accenture All rights reserved.

For more information visit:

www.accenture.com/

IsPerformanceManagementPerforming

Methodology: In December 2015 and January 2016 the Accenture

Survey Research team interviewed 1,050 leaders and 1,050

employees from 12 industries, in 11 countries covering: Asia-Pacific,

Europe, Latin America, and North America. The aim was to

understand how performance management practices need to be

refined and updated to better support next-generation work practices,

as organizations transform into digital, collaborative, networked

businesses that need to attract and retain a new generation of

workers. For the purposes of this news release and survey, the term

leaders is defined as respondents in a variety of roles at all levels

with supervisory experience over teams and/or groups.

https://www.accenture.com/us-en/insight-performance-management-performing.aspx?c=strat_stratsmcss_10000009&n=smc_0316

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About Accenture

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unmatched experience and specialized skills

across more than 40 industries and all business

functions – underpinned by the world’s largest

delivery network – Accenture works at the

intersection of business and technology to help

clients improve their performance and create

sustainable value for their stakeholders. With

approximately 373,000 people serving clients

in more than 120 countries, Accenture drives

innovation to improve the way the world works

and lives. Visit us at www.accenture.com.

About Accenture Strategy

Accenture Strategy operates at the

intersection of business and technology.

We bring together our capabilities in

business, technology, operations and

function strategy to help our clients envision

and execute industry-specific strategies

that support enterprise-wide transformation.

Our focus on issues related to digital

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models, talent and leadership helps drive

both efficiencies and growth. For more

information, follow @AccentureStrat or

visit www.accenture.com/strategy.


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Is Performance Management Performing?

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