SITUATION:
A very large government contractor with a culture of highly educated, high performing employees struggled with a forced ranking system of performance ratings. This rating system was creating a highly competitive environment, causing low morale, and a loss of trust in the performance, promotion, and salary increase process, causing a loss of talent.
SOLUTION:
Our mandate was to create a performance management program with a no label / no rating system that did not stack rank employees. This means there could be no quantifiable peer to peer comparison. The performance management program also needed to differentiate high performers as their government contract requires a pay for performance program.
We designed a methodology for assessing against a universal standard of excellence that was applicable to all employees at all levels across all divisions.
RESULTS:
This new program was also developmentally focused and led into a comprehensive talent reviews process to inform comprehensive succession planning.
This client said they learned a lot along the way and were so appreciative of the work we created for this goal. They look forward to this new structure to boost morale and rebuild the trust of their employees around the performance management process.
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