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Adapting Performance Management for Flexible Work

In April's Performance Management Exchange meeting, we discussed all things flex/hybrid work and how that impacts performance management. As noted in the i4cp Bias Audit Checklist for Flexible and Hybrid Work Models, proximity bias can creep into assessments about career progression and employee growth. With more employees returning to the office several days a week, count performance management as one of the (many) areas that will experience significant shifts in the months ahead.

Our guiding questions included:

  • As more and more organizations head back to the office for at least some days during the week, how will performance management change?
  • How do organizations ensure the potential for bias is being minimized?
  • How do organizations prevent the development of a ‘have’ vs ‘have not’ culture?


The Performance Management Exchange focuses on discussing the valuable ways that talent and reward leaders are making this possible through:

  • simplified, nimble approaches to setting priorities and accountabilities
  • purposeful ways that people and teams should collaborate
  • principles of safe and engaging feedback
  • recognition and reward of exemplary performance
  • career tracks and interesting projects / growth opportunities
This meeting is exclusively for members of the Performance Management Exchange. If you'd like to participate, please contact us to see if you qualify. If you are an i4cp member, please log in to access the registration/meeting details.
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This event is approved for certification credits.