Guessing is not a strategy: How to build decision velocity with AI and real-time data
June 10, 2026 | Live Webinar
How many of our organizations have formal and sophisticated methods for employees to log precisely their self-development needs and objectives for the coming review period? All the large ones and the majority of medium-sized ones, I would wager. But where is the parallel sophisticated way that supervisors collect relevant data to see how those same individuals are doing?
For every individual in the workforce that yearns to meet development goals and improve performance, there is a supervisor that is not collecting adequate information on the individual’s progress. The supervisor is busy with other tasks, even expecting the worker to employ some “do it yourself” strategy in certain cases. When time comes for the performance review, the supervisor remembers only major problems and recent performance, not the day-to-day productivity and improvement of the individual, which is what matters.
The supervisor feels deep down that there is a problem and dreads the performance review. The worker is de-motivated by the pitiful feedback received in the performance review and the company can look forward to another period of inadequate performance from the individual.
This happens over and over year after year for each employee who is unfortunate enough to not escape. An obvious gap. Is there any wonder that surveys show workforce dissatisfaction everywhere?
Posted on: November 30, 2007 04:30 PM |
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