“Only 2% of CHROs believe their current system actually works.” — Deloitte’s 2025 Human Capital Trends

At Milwaukee Talent Development Conference 2025, senior talent leaders came together to tackle one of the most stubborn problems in HR: performance management systems that drain time, strain relationships, and rarely drive real outcomes. As panelist Angie Zeigler put it:

“Performance management is like a dandelion—we keep pulling it, but it keeps coming back. The effort we put in just doesn’t match the results.” — Angie Zeigler

The panel—including Angie, Ann Klitzke, Suzanne Sherry, and Yolanda Mangram—shared how traditional PM approaches have become compliance rituals that fail to inspire growth, fairness, or strategic alignment. And yet, when reimagined with intention and simplicity, performance management can become one of the most powerful levers for development, engagement, and culture transformation.

What leading organizations are doing differently:

• Replacing static reviews with frequent, meaningful conversations that build trust and clarity.

• Anchoring performance systems in growth and development, not just ratings or compensation.

• Training managers as coaches—with tools, questions, and feedback frameworks that make conversations real.

• Using AI responsibly to support bias detection, goal alignment, and calibration—without losing the human connection.

• Elevating purpose, recognition, and emotional connection as core drivers of motivation and retention.

🎯 What you can do next:

• Reevaluate the true purpose of your system—is it driving performance or checking boxes?

• Introduce lightweight employee-driven feedback loops to track check-in frequency and quality.

• Equip managers with scripts, coaching scenarios, and role-play exercises to build capability.

• Pilot AI tools for goal-writing, fairness audits, and manager enablement—always with intentional oversight.

• Rebalance your reward strategy to emphasize development and belonging alongside pay.

Performance management isn't broken—it’s misaligned. Leaders who treat it as a growth engine instead of a rating mechanism are seeing measurable gains in engagement, productivity, and retention. As shown in examples from Rolls-Royce and other high-performing orgs, success lies in shifting the mindset from accountability to partnership, from documentation to dialogue. If your current process feels like pulling weeds, it may be time to plant something better—something rooted in clarity, fairness, and human connection.