Everyday Performance Management
CARGILL is an international producer and marketer of food, agricultural, financial, and industrial products and services. It is a global company with 140,000 employees in 65 countries, about 80% of whom operate in production
WHAT IS THIS HR INNOVATION ABOUT?
Restructuring the Performance Management within Cargill
Making it a daily one instead of a two-times a year one
Elimination of formal performance appraisals and ratings
Based upon on-going discussions between managers and employees
Simplification of PM requirements, no administration requirements, less system requirements than the previous PM process
WHY WAS THIS INNOVATION IMPLEMENTED?
Waste of time for managers to complete the annual appraisals and managers were reluctant to give candid feedback to employees
Lack of compliance between PM process and daily work
PM was administrative, not aiming to improve individuals or organization performance. For instance: 67% of most performing employees were not in the top ranking performers of the PM annual appraisals
56% of employees were not receiving feedback enabling them to improve
59% of employees thought PM process wasn't worth the time invested
WHAT ARE ITS MAIN BENEFITS?
Greater managers and employees satisfaction on the PM process
Development of PM/feedback related skills and competencies for both managers and employees, thanks to daily process
Team's and organisation performance rose up
Employees commitment and managers effectiveness have been improved
COUNTRY: Worlwide
YEAR: 2013
Check sources at the bottom of the page
SOURCES: