This is the age of gig-economy where career experiences take precedence over the brand value of the company and employees’ personal branding and marketability is more important than that of their employers. While it may be a tectonic change for the companies and their HR teams, this is the truth of today!
In the three decades of my professional experience, I have observed that the more people gravitate towards newer modes of communication, their ability to wait for responses comes down. Since the advent of social media, a sense of urgency has infiltrated the personal and professional lives of the people, especially those who are digital natives or have embraced the digital way wholeheartedly. This is in stark contrast with the older generations that lived in an age when a 12-hour wait for a trunk call was considered ‘lightning quick’. This proclivity for quick turnround-time has also percolated into the organizational work-culture across the globe. Performance management has ditched the TTYL approach and even ASAP has been deemed too slow for the future of work! Modern-day workforce performance management is all about communicating Right Here Right Now.
Millennials constitute a large percentage of today’s workforce and they seek a different experience than their predecessors driven by a culture of openness, better and more frequent communication, teamwork, timely mentoring and career progression programs. Traditional approaches are bound to fail in the technology-driven dynamic corporate environment; therefore, a modern performance assessment perspective properly aligned with business growth, employee aspirations and organizational values are essential.
Evolution of Performance Management
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