Across recent M1 discussions, leaders shared growing concern that performance management has become too compliance-oriented and not effective enough at differentiating talent, improving productivity, or developing future leaders. Several organizations are redesigning rating systems, simplifying calibration processes, separating performance from potential, and rethinking how incentives connect to behaviors and outcomes. Others are experimenting with more continuous feedback, AI-supported coaching, and values-based assessments.

How are you evolving performance management in your organization?

What’s working — and what are you still struggling to solve?

Share your experiences, lessons learned, or questions for the group.