New research about what drives performance has helped businesses understand that traditional performance management (goal setting, reviews, ratings, forced distribution curves) isn’t doing much to actually drive performance or motivate employees; rather it’s focused on the fair allocation of rewards at the end of the year. And that process can often demotivate employees.
The big question is… what should companies do instead?
In this interview, Corporate Learning Week speaker Rob Ollander-Krane, Head of Talent Planning and Performance at Gap Inc., shares:
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