The tradition performance management is dead. Over the year the performance management has become a checklist activity, increasingly bureaucratic, costly and adds no-value to the company, managers and employee growth.
At qilo, we believe that Performance Management Process should be company-performance centric. If its not adding value to organization performance, your Performance Management is NOT performing.
|Traditional Approach to Performance Management||qilo Way|
|Design Thinking||Compliance & Compensation||Business Performance, Employee Development, Compliance & Compensation|
|Goal-Setting Framework||Subjective, Yearly Goal Posts||Agile Goals/OKR/BSC/Hoshin Kanri|
|Goal Progress Update||Mid-Year, End of Year||Monthly/Quarterly/Bi-Yearly/Yearly|
|Analytics & Insights||No to low level of insights for employees||Insights on Month By Month Performance|
|Employee Raking||Assessment based annual approach||Real-time, you are ready for ranking, compensation and promotions, today|