The Fairness Factor In Performance Management
Tuesday 01/15/2019 at 11:00AM to 12:00PM ET | 16:00 to 17:00 GMT
McKinsey & Company – Associate Partner, Organization Practice
Sabrin Chowdhury, Associate Partner – Organization Practice, will present crystallized data on what a fair system looks like. Though a multitude of factors may be identified to affect employee perceptions of fairness, McKinsey’s research suggests that performance-management systems have a much better chance of being perceived as fair when they do these three things:
- transparently link employees’ goals to business priorities and maintain a strong element of flexibility
- invest in the coaching skills of managers to help them become better arbiters of day-to-day fairness
- reward standout performance for some roles, while also managing converging performance for others
Many systems are under stress because employees harbor doubts that the core elements are equitable. A few practical steps can change that.
The performance-management process at many companies continues to struggle, but not for lack of efforts to make things better. Many made at least one major change to their performance-management systems over an 18-month-period prior to a recent McKinsey & Company research.