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Transform Performance Management

Most performance management practices are outdated, but companies keep trying the same old tactics.

It's time to transform your systems and start getting the best out of your people.


Only 2 in 10 employees say their performance is managed in a way that motivates them to do outstanding work.

Successful performance development is about creating a cultural shift in how people work.

Moving from performance management to performance development requires managers to think of themselves as coaches, not bosses.

employees who receive a performance review once a year or less often

employees who strongly agree their pay and incentives motivate them to achieve their goals

employees who strongly agree that their performance reviews inspire them to improve

When performance focuses on this principle, manager-employee interactions feel encouraging and rewarding in ways that annual reviews do not.


Put the focus on performance development.

No matter your starting point or current state, we can help you achieve greater performance on the individual, team and organizational level.

We'll partner with you on everything from daily strategies for getting work done to overall strategies for assessing and improving performance.

Performance & Development Metrics

We examine your metrics and measurement practices to identify opportunities for improvement and help you reach your goals.

Ongoing Conversations

We provide courses, coaching and consulting to equip your managers to coach their teams to higher performance.

Process Redesign

We take a data-driven approach to help you develop and implement a performance management process that gets results.


Use our research to update your systems.

Download our perspective paper Re-Engineering Performance Management to learn insights from our study of more than 60 million employees as well as top scientists, leaders and managers.

Re-Engineering Performance Management

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In it, you will learn how to:

Employees need well-defined expectations to perform with excellence. That includes an applicable job description and goals that both the manager and employee agree on.
Managers should forge authentic relationships with their employees through frequent, purposeful and individualized conversations about both work and life.
Conduct progress reviews, not performance reviews. They allow managers and employees to prioritize tasks collaboratively, change goals as needed and ensure employees have what they need.

Begin designing a performance development strategy today.

To learn more about how we can help you redesign your performance management approach, fill out the form below, and a Gallup representative will contact you.

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