Despite the benefits, many companies are reluctant to nix traditional written performance reviews and ratings because of concerns about legal risk. Three myths underlie their reluctance. First, they believe performance reviews contain information that is helpful or reliable when defending against legal claims. Second, they worry that it will expose their company to lawsuits if they are lacking documentation that could protect them from legal risk. Third, they believe that written reviews are required by law.
Drawing on neuroscience, we discuss how unconscious processes lead annual performance reviews and ratings to be biased and therefore inaccurate, and why that trend is likely to continue as long as annual performance reviews and ratings are relied upon. As a result of these inaccuracies, annual performance reviews and ratings are dramatically more helpful to employees than employers in legal cases.

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Despite some noise in the marketplace, dozens of large organizations are finding the transition to performance management without ratings well worth the investment.

Discover applicable insights from our second year researching companies who have re-engineered performance management and removed ratings. Learn about measurable business results from companies who are in year two and beyond.

Unpack what the institute has learned from closely studying the data with 27 large companies in 2+ years of removing ratings. Explore their journeys, successes, challenges, and surprises as a result of this worth-while transformation.

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Technology for the Future of PM panel from the 2016 NeuroLeadership Summit: Rethink the Organization

Despite some noise in the marketplace, dozens of large organizations are finding the transformation to performance management without ratings well worth the investment. Dive into the only research available with hard data on what actually happens year two and beyond when companies transform performance management. Hear directly from senior HR practitioners at top organizations about their journey, their successes, challenges and surprises.

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Is PM Transformation Worth It? from the 2016 NeuroLeadership Summit: Rethink the Organization

Hear directly from senior HR practitioners at top organizations about their journeys to transform performance management. Learn how these companies leveraged neuroscience to create more efficient and effective performance management practices. Explore why some choose to remove performance ratings and the success they’ve had as a result. Presenters will share their company’s case study data, key insights from the new process, and what they found surprising during their transformations.

With global markets, work cultures, and technology evolving in unprecedented ways, HR and business professionals have been taking a hard look at performance management (PM) to better support individual and organizational performance. In today’s organizations, work priorities change frequently, and employees often work in cross-functional teams without direct oversight from their managers.

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Discover why Equinix removed ratings in 2015 and how they’ve successfully managed performance since.

With more organizations considering changes of their own, many are looking to companies well into the process for insight.

Join Mirco Gros and Beth Jones as they share the story of Equinix’s performance journey. Dig into the technology firm’s before and after, complete with internal research and case study data. Learn how they’ve been able to improve employee/manager interactions, lift performance and engagement, and thrive in a ratings-less environment.

Discover why Adobe removed ratings and how they’ve successfully managed performance and compensation since.

With more organizations considering changes of their own, many are looking to companies years into the process for insight.

Join Angela Arvizu Szymusiak (Adobe) and Dr. David Rock (NeuroLeadership Institute) as they share the story of Adobe’s performance management transformation. Dig into the software firm’s before and after, complete with internal research and case study data. Angela shares how they’ve been able to drive employee engagement and performance, manage compensation, and thrive in a ratings-less environment.

Discover how Booz Allen Hamilton leveraged a scalable learning solution to improve the quality of managerial conversations and bolster their performance management transformation.

Join Suzette Mitchell, Libby Barker (Booz Allen Hamilton), and Dr. David Rock (NeuroLeadership Institute) as they share the story of Booz Allen’s performance journey. Participants will dig into the consultancy firm’s before and after and explore how they leveraged CONNECT, a scalable learning solution from NeuroLeadership Institute, to drive quality conversations between managers and employees, lift performance & engagement, and thrive in a ratings-less environment.

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More high-profile companies are considering or making changes to their performance management process. What are the latest trends telling us about the future of this space?

Join Dr. David Rock (Director, NeuroLeadership Institute) and Dr. Brian Kropp (Managing Director, CEB) as they discuss the latest research, hard data from companies, and what the future holds for performance management.

David and Brian will provide their perspectives on the performance ratings debate, explore what the latest studies are telling us, and unpack what we are learning from organizations 2-4 years into the process.

Join us for a robust conversation that aims to separate the signal from the noise.

Discover why Autodesk removed ratings in 2012 and how they’ve successfully managed performance and compensation since.

With more organizations considering changes of their own, many are looking to companies years into the process for insight.

Join Jonathan Levy, Ted Slaughter (Autodesk), and Dr. David Rock (NeuroLeadership Institute) as they share the story of Autodesk’s four year performance journey. Participants will dig into the technology firm’s before and after, complete with internal research and case study data. Jonathan and Ted will share how they’ve been able to drive employee engagement and performance, manage compensation, and thrive in a ratings-less environment.