The increasing prevalence of Gig talent as a necessary part of organisations talent continuum will further accelerate the evolution of the Performance and Rewards landscape in a direction where it is technology enabled, data driven and progressively customizable to an individual level.
Performance & Rewards
It is one thing to condemn a system and criticise it for its dysfunctionality; it is a different thing to offer a viable option that guarantees success, especially to a system that has been deeply rooted.
Ideal assessments should include 360-degree feedback alongside continuous manager-employee check-ins, appreciation & recognition moments spread year-wide, and inclusive performance reviews.
This can be an excellent time to revisit and reset the performance management and reward systems in organisations along with various other OD interventions that can help strengthen the leadership framework at a time when there is acceleration of all digital transformational initiatives.
Rewarding employees correctly based on how they perform is a tricky area for companies, but if they get it wrong then productivity and motivation levels can nose-dive.
How do you see the performance and rewards systems landscape across organisations at present? RM In current scenario especially post pandemic era, the performance and rewards systems landscape across industries are rapidly changing and evolving. Companies are increasingly prioritizing employee...
The expectations of employees from the performance management system (PMS) are more like consumer-grade experience - rewards and recognition should meet individual needs and aspirations.
HR and business leaders have an enormous responsibility to be innovative and adopt agile mechanisms to positively and promptly reward employees as it's the critically transforming time to embrace recognition process change.