Performance Review

Apparently many years ago, at FEDEX, they implemented what turned out to be a foolproof method to ensure 100% timely performance review participation. To set the stage, please recognize that at FEDEX, the roles and responsibilities of Managers were very clearly defined … developing/appraising their assigned employees was one of their primary duties for which they were responsible.

At the time, all employees participated in semi-annual performance reviews that were directly tied to compensation … no pay adjustment could be made without a current (less than 6 months old) performance review. Utilizing an anniversary based timetable, both managers (and their assigned employees) received automated reminders 60, 30, and 15 days in advance of the due date. If the Manager failed to perform one of their primary responsibilities (e.g. completing timely performance reviews) prior to the due date, the HR/HCM system would lock them out … the Manager could not complete the review retroactive to the due date. The only way to unlock the system was for the offending Manager to schedule a face-to-face meeting with their respective Senior Vice President to explain why, after 3 reminders, they still failed to perform one of their most basic responsibilities as a Manager. When the Senior Vice President unlocked the system, and the Manager completed the delayed performance review, while the employee would not lose any money as a result of the delay, the Manager’s next pay review was delayed 10 times the period that the Manager delayed the original employee’s review … with no retroactive adjustment.

In less than one review cycle, and forever afterwards, timely participation was in the 99%+ range.