The goal was to rethink performance management as something continuous and useful throughout the year, rather than a periodic administrative task centered around annual reviews.
This is from a presentation for design leadership at Workday around the Skills User Journey based on the Hire to Retire model. It is based on research by done by George Margrove, Krista Rogers, and Hartley Ochavilla at Workday.
Working as part of a cross-functional team (notably across Human Capital Management and the Talent orgs) for the better part of a year. I ran lead design for a complex and challenging project with a history of unsuccessful attempts at getting built.
The current performance management lifecycle is fundamentally "broken"—it is a high-stakes, data-heavy process that places an unsustainable administrative burden on managers, often costing them over 210 hours annually.
