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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?
Copyright © 2016 Accenture All rights reserved.
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
Copyright © 2016 Accenture All rights reserved. 5
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
Copyright © 2016 Accenture All rights reserved. 6
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
Copyright © 2016 Accenture All rights reserved. 7
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
Copyright © 2016 Accenture All rights reserved. 8
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
Copyright © 2016 Accenture All rights reserved. 9
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
Copyright © 2016 Accenture All rights reserved. 10
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
Copyright © 2016 Accenture All rights reserved. 11
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
Copyright © 2016 Accenture All rights reserved. 12
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
Copyright © 2016 Accenture All rights reserved. 13
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.
15
Join the conversation
@AccentureStrat
About Accenture
Accenture is a leading global professional
services company, providing a broad range of
services and solutions in strategy, consulting,
digital, technology and operations. Combining
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
disruption, competitiveness, global operating
models, talent and leadership helps drive
both efficiencies and growth. For more
information, follow @AccentureStrat or
visit www.accenture.com/strategy.
Copyright © 2016 Accenture All rights reserved.

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Is Performance Management Performing?

  • 1. Is Performance Management Performing? 10 Focus Areas to Drive Better Business Performance
  • 2. 2 94% of leaders surveyed believe that performance management improves business performance Performance management is important: Copyright © 2016 Accenture All rights reserved.
  • 3. 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? Copyright © 2016 Accenture All rights reserved.
  • 4. 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. 5 Focus Area #2 Motivating Discouraging Copyright © 2016 Accenture All rights reserved. 5 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. 6 Focus Area #3 Straightforward Complex Copyright © 2016 Accenture All rights reserved. 6 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. 7 Focus Area #4 Future Past Copyright © 2016 Accenture All rights reserved. 7 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. 8 Focus Area #5 Personalized Standardized Copyright © 2016 Accenture All rights reserved. 8 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. 9 Focus Area #6 Transparent Obscure Copyright © 2016 Accenture All rights reserved. 9 74% of respondents say making performance management transparent is required in an era of open information sharing. Embrace transparency and open information sharing
  • 10. 10 Focus Area #7 People Driven Enterprise Driven Copyright © 2016 Accenture All rights reserved. 10 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. 11 Focus Area #8 Collaborative Individual Copyright © 2016 Accenture All rights reserved. 11 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. 12 Focus Area #9 Multiple Sources One Source Copyright © 2016 Accenture All rights reserved. 12 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. 13 Focus Area #10 Whole Sum of Parts Copyright © 2016 Accenture All rights reserved. 13 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
  • 14. 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.
  • 15. 15 Join the conversation @AccentureStrat About Accenture Accenture is a leading global professional services company, providing a broad range of services and solutions in strategy, consulting, digital, technology and operations. Combining 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 disruption, competitiveness, global operating models, talent and leadership helps drive both efficiencies and growth. For more information, follow @AccentureStrat or visit www.accenture.com/strategy. Copyright © 2016 Accenture All rights reserved.