Restoring Results & Relationships through Rankings, not Ratings

“Annual Performance Reviews” – the event triggers bias in us all. Subjective ratings may create disagreement and hostility for employees and managers alike while possibly incurring legal risks (e.g., wrongful termination, discrimination, retaliation, etc.). Come prepared to hear how rankings can offer greater objectivity and alignment to managing performance. Learning objectives • Differentiate performance management versus managing performance • Summarize the key steps of a rankings review • Translate rankings results to HR processes (comp, documentation, etc.) • Identify methods for efficient and effective transition to rankings