Tradition Performance Management is Dead;
Further is about Performance Enablement
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 |