Is Performance
Management Performing?
10 Focus Areas to Drive
Better Business Performance

2
94% of leaders surveyed believe that
performance management improves
business performance
Performance management
is important:
Copyright © 2016 Accenture All rights reserved.

3
Both work and the workforce are changing.
79% of organizations have made changes to their
performance management practices in the past five years.
But more needs to be done to effectively support the
workforce of the future.
89% of employees believe their performance would
significantly improve if performance management were
changed further.
Why change it?
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4
Focus Area #1
Ongoing Annual
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57% of respondents see annual performance reviews
as a waste of time, and want real-time coaching
and development.
Shift from annual feedback
to ongoing coaching and development

5
Focus Area #2
Motivating Discouraging
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46% of employees say feedback provided in a
discouraging way is one of their biggest sources
of discontent.
Help leaders have useful and
constructive conversations

6
Focus Area #3
Straightforward Complex
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Leaders spend 42% of their time on formal
documentation, and only 58% on employee
conversations and coaching.
Reduce “administrivia” to free up time
for real coaching and development

7
Focus Area #4
Future Past
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65% of respondents say their organization has not yet
moved from a focus on past assessment to future
development.
Move the focus from performance
review to performance development

8
Focus Area #5
Personalized Standardized
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77% of respondents say performance management
should be personalized to meet the needs of the
workforce of the future.
Move from “one-size-fits all”
to a personalized approach

9
Focus Area #6
Transparent Obscure
Copyright © 2016 Accenture All rights reserved. 9
74% of respondents say making performance
management transparent is required in an era
of open information sharing.
Embrace transparency and open
information sharing

10
Focus Area #7
People Driven Enterprise Driven
Copyright © 2016 Accenture All rights reserved. 10
48% of leaders say performance ratings
make it easy for supervisors to allocate
rewards without carefully evaluating
performance.
Move people decisions closer
to the people vs. relying solely on
enterprise-driven ratings and rankings

11
Focus Area #8
Collaborative Individual
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Just 38% of employees say their organization
includes an evaluation of collaborative or
team contribution as part of performance management.
Include collaborative performance as
part of performance assessment

12
Focus Area #9
Multiple Sources One Source
Copyright © 2016 Accenture All rights reserved. 12
63% of respondents say relying on one supervisor’s
employee evaluation is not an accurate way
to assess someone.
Involve peers and project leaders in
performance management

13
Focus Area #10
Whole Sum of Parts
Copyright © 2016 Accenture All rights reserved. 13
Clearly define what high performance means in the
context of the workforce of the future
Maintain a vision for performance
management that is in line with the
mission of the organization

14Copyright © 2016 Accenture All rights reserved.
For more information visit:
www.accenture.com/
IsPerformanceManagementPerforming
Methodology: In December 2015 and January 2016 the Accenture
Survey Research team interviewed 1,050 leaders and 1,050
employees from 12 industries, in 11 countries covering: Asia-Pacific,
Europe, Latin America, and North America. The aim was to
understand how performance management practices need to be
refined and updated to better support next-generation work practices,
as organizations transform into digital, collaborative, networked
businesses that need to attract and retain a new generation of
workers. For the purposes of this news release and survey, the term
leaders is defined as respondents in a variety of roles at all levels
with supervisory experience over teams and/or groups.

15
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