Like many other companies, Deloitte realized that its system for evaluating the work of employees – and then training them, promoting them, and paying them accordingly – was increasingly out of step with its objectives.
That is why Deloitte developed a new system that has no cascading objectives, no once-a-year reviews, and no 360-degree-feedback tools. Its hallmarks are speed, agility, one-size-fits-one, and constant learning, all underpinned by a new way of collecting reliable performance data.
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Read more on HBR. Article written by Marcus Buckingham and Ashley Goodall
A version of this article appeared in the April 2015 issue (pp.40–50) of Harvard Business Review.
