Accenture to simplify its performance review system


Global employers, such as Microsoft, Deloitte, Adobe, Medtronic and Gap have also transformed their performance-review processes.


Come September, global management consulting firm, Accenture, will do away with its current performance review system.

The once-a-year review and the ranking methods will be scrapped. Henceforth, employees will receive timely reviews on their assignments throughout the year.

Accenture, though, is not the first company to adopt such a practice.

Global employers, such as Microsoft and Deloitte have all done away with their annual performance review and ranking systems. Deloitte, for instance, has replaced the long list of questions with only four key ones which can be answered in ‘yes’ or ‘no’. Companies, such as Adobe, Medtronic and Gap have also transformed their performance review processes.

Globally, Accenture employs more than 3 lakh professionals out of which close to 50 per cent are in India.

In a video interview with Washington Post, Pierre Nanterme, CEO, Accenture, said, “We’re going to evaluate you in your role, not vis à vis someone else who might work in Washington or in Bangalore. It’s irrelevant. It should be about you.”

“The art of leadership is not to spend your time measuring or evaluating. Rather, it’s all about selecting the person. And if you believe you selected the right person, then you give that person the freedom and authority along with the delegation to innovate and to lead with some very simple measures,” he added.

According to CEB, performance review is a total waste of money and time, as 95 per cent of managers are dissatisfied with the way their companies conduct performance reviews. Nearly 90 per cent of HR leaders say the process does not even yield accurate information. Besides, all these efforts fail to yield any result at the end and the effect on productivity is nil.

The success of such practices would inspire other companies to follow, especially in India where the traditional performance review system is still rampant.


  1. Agree with Pierre Nanterme on replacing yearly performance review with a continuous review and feedback. But there are other aspects of performance management as well that need attention. Particularly timely completion of the process and tying it with appropriate rewards. Only then one can expect fulfillment of the intended objectives of the performance management system.

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