How Yahoo Pivoted Away From Annual Performance Ratings To Continuous Feedback (#40)

When Yahoo's Chief People Officer, Lisa Moore, announced that they were moving away from annual performance ratings in favor of more frequent one-on-one feedback meetings, she got a standing ovation. Get a glimpse into how and why one of the world's most recognizable brands pivoted in its approach and built a sense of trust and engagement among employees.

Highlights

[2:27] Strategic changes needed at Yahoo and what had to stay the same

[6:10] Talent strategy that emphasizes agility and re-evaluating skills

[10:22] Evaluating the existing employee population

[13:36] An upskilling process that’s more practical and less theoretical

[17:12] Providing balanced feedback

[20:30] More equitable performance rating calibration

[24:13] Qualitative talent discussions

[28:55] Evaluating and supporting manager performance

[35:54] Pay equity

[40:44] Pay gap analysis

Guest Bio

Lisa Moore, Chief People Officer, Yahoo

Lisa Moore is the Senior Executive Vice President and Chief People Officer at Yahoo. She’s a globally experienced and highly strategic HR leader with a proven track record of hiring and leading high-performing teams in the media and technology space.

Links

https://www.linkedin.com/in/lisa-moore-she-her-423a62a/

https://www.yahoo.com/

https://www.hrmorning.com/articles/employee-performance-review-samples/

https://www.hrmorning.com/articles/employee-development/

https://www.hrmorning.com/lp/webinars/reducing-the-stress-of-performance-reviews/

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