Managing new challenges

The transformation context raises the need to redesign a relational team approach and accentuates this need for adaptability: instead of fearing complexity, we need to be open to more flexibility, which goes against our initial thinking.

Indeed, the human challenges associated with organizational transformation are often underestimated, such as the overlapping of responsibilities, the emergence of new skills requirements, and so on. And yet, for an organizational transformation to be a success, it is essential that everyone shares the same vision, understands what is at stake, and is prepared to make compromises, however difficult this may be. Tensions are inevitable in this context of change, and addressing them is a must. Performance appraisal is an integral part of this.

Avoiding bias 

In a context of transformation, evaluation becomes difficult. It's common to underestimate achievements: the feeling of not having achieved objectives is normal, given the very nature of transformation. Thus, reviews may not adequately reflect the intense effort put in by employees. Similarly, we need to anticipate cases of over-performance, particularly when managers over-protect their teams. The two most common cases are as follows:

• the argument that "my teams are doing well despite a difficult context" is not a good basis for assessment.

• In the same way, "I don't want to give my managerial courage full rein because the person had a lot of trouble adapting" cannot be a valid justification for under-performance. 

In order to limit these biases and ensure reliable performance evaluation in this context, we have set up calibration and HR coaching on this point. The HR team re-runs the appraisals to re-discuss them in order to : 

• draw up medium-term development plans for the objectives to be achieved, and take swift action where necessary.
• review certain cases to encourage deeper reflection and perspective.

Integrate flexibility as an integral part of performance.

Today, a crucial question arises: how to effectively integrate the notion of transformation and flexibility into performance assessment? Indeed, it is essential to recognize and reward those who have demonstrated flexibility and agility, while identifying those who have not met these requirements and require special follow-up.

Finding the right balance is complex. It's important to ask yourself the right questions:

• What level of adaptability and intensity is required?
• When and for how long are these qualities relevant?
• What transformation challenges did you face?

One potential approach would be to introduce a weighted assessment of performance, taking into account agility, adaptability and the ability to navigate in a context of professional transformation. This would be equivalent to answering the question: in this context, what is under- or over-performance?

Integrate flexibility as an integral part of performance.

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