Company: IBM
Date: 2016-01-08
Overall rating: 5/5
Employment status: current

New Performance Management System
Pros: IBM Human Resources did it right. From the basic premise of a need to change, to using agile methods for design and feedback, to rolling it all out.  They really are walking the talk when it comes to how best to provide feedback in a fast-moving, social environment.  While the outside debate rages on about the value of performance management systems, IBM has done something about it, and has spent time listening to employees and incorporating their feedback into the design elements of the new system. No more forced distribution, with multiple touchpoints during the year and a human-scale time horizon around goal-setting and goal attainment.  All around, this is one of the best approaches to performance management that I've seen.
Cons: We'll wait to see how well managers can incorporate this. Any performance review and coaching system is only as good as the managers who implement it. But the basics are all there for them to use.