“One of our themes for the past year has been to measure what matters,” said Julie Wood, chief people officer at Crowe, in a statement. “”But our performance evaluation program was focused on compliance and looking backward rather than focusing on career development and looking forward. Our environment is very dynamic. The work we do and how we do it is always evolving. We need our approach and process to reflect that. We will be more focused on the future and helping build leaders at all levels of the firm as we move ahead.”
Additional “Measure What Matters” features will include:
- Measuring accomplishments against plans via progress indicators rather than a traditional rating scale
- Engaging in regular check-ins between individuals and their leaders to build relationships
- Integrating feedback and coaching into day-to-day interactions through a simple feedback process
- Increasing the skills and capabilities of performance managers, including required training through the firm’s online Crowe Horwath University
- Driving conversations about key strategic priorities, including mobility, time off, travel preferences and continued learning.
“It was time to move away from the traditional rating scale used to assign a formal ‘rating’ to each person,” Wood also noted. “This new program is a work in progress, so we will be refining it and asking our people for their feedback as we move forward, similar to a crowdsourcing approach. This new process will then be adjusted and improved throughout the year. We are excited to start this journey and to focus on higher quality coaching conversations rather than being bogged down in administrative and compliance related performance activities.”
Crowe also notably
For more on Crowe Horwath, head to their
