Thinking of improving your current employee performance appraisal process?  Big Five Performance Management has been practiced for the past 15 years, at two Fortune 500 companies.  Here’s how it works.

Each month, employees submit monthly, half-page reports to their managers describing two things:

  • Their five most significant accomplishments from last month, and
  • Their five highest priorities for the current month. 

This process takes no more than 10 minutes per month, but it gives the employee a chance to tell their story and take credit for their contributions.  Managers have the opportunity to affirm, guide, and even redirect their efforts, improving both the quality and quantity of coaching.  Big Five is an excellent alignment tool, keeping team members strategically focused on their highest priorities. This innovative process takes less time than traditional, annual appraisal and improves corporate return-on-investment.  But the most significant benefit to Big Five is that it can…