Talk with employees always.

Sergio Reboredo is a Senior Director, HR at IMS Internet Media Services (IMS) – www.imscorporate.com, a leading digital marketing and communications company that partners with fast-moving businesses seeking to expand into and within Latin America.

Whose responsibility is Performance Management?

Employees view Reviews as Annual Rituals, Managers as tasks to be completed, HR is always the Process owner

Should Development discussions be de-linked from Performance Reviews?

Employees link Reviews to increment/promotion. They asks to managers about their careers. No action plans are sett up.

Which is the Performance Management model that’s most effective?

We have an own model adapted to our business.

Is the Bell Curve any longer relevant?

A “Power Law” distribution is also known as a “long tail.” It indicates that people are not “normally distributed.” In this statistical model there are a small number of people who are “hyper high performers,” a broad swath of people who are “good performers” and a smaller number of people who are “low performers.” It essentially accounts for a much wider variation in performance among the sample.

What works best in Employee Performance Management?

Talk with employees always. There are things that you can only feel and not measure. Like passion and love.