REINVENT
Our survey system lets you foster a different approach
that has been used by Netflix and other companies to foster a new internal
culture. As seen in the Harvard Business Review article written by Patty McCord who was the
chief talent officer at Netflix from 1998 to 2012.
Key Points:
Tell the Truth About Performance.
Eliminate formal reviews.
Ask managers and employees to have
conversations about performance as an organic part of their work.
Tell the truth: Technology has changed or the
company has changed, maybe their skills no longer apply.
Institute an informal 360-degree review. Keep them fairly simple: People are asked to
identify things, via signed feedback, that colleagues should stop, start, or
continue.
If you talk simply and honestly about performance on a
regular basis, you can get good results—probably better than a company that grades
everyone on a five-point scale over a 1-year period.
Monitoring may help with your company’s compliance with
the Sarbanes-Oxley (SOX) regulations.