The Fairness Factor In Performance Management

Tuesday 01/15/2019 at 11:00AM to 12:00PM ET | 16:00 to 17:00 GMT

Sabrine Chowdhury

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:

  1. transparently link employees’ goals to business priorities and maintain a strong element of flexibility
  2. invest in the coaching skills of managers to help them become better arbiters of day-to-day fairness
  3. 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.

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