The changing working environment will mean an adjustment to one of the key pillars of employment, the Annual Performance Review (APR), in all business sectors.
Aretha Naidoo, Africa MD of employment placement agency Jack Hammer Global, says in future, reviews will be more regular and intense than in previous years when one focused once a year to review an employee’s performance.
“The 360 feedback process is now common where anyone can input feedback on anyone else year round. What is looked at now is how employees are fitting in with the ethos of the business and its objectives. Hard questions are to be asked, like ‘Would I fight for this employee?’,” she said.
Naidoo said the old hierarchical model of performance review was now being replaced by a modern model, even in some of the most respected names in American industry such as General Electric.
“It has also adopted the constant feedback and interpretation methodology which is already in place, with newer success stories such as Netflix. More constant feedback enables an employee to get a better idea of his or her place in the company and ask questions about performance.”
