The GEP Difference

Our Holistic Approach to Performance Management

Nobody likes to be compared. We all work differently and have our own ways of adding value in whatever we do. Here at GEP, we don’t believe that benchmarking your performance to that of someone else’s is a fair indicator of your true worth. That’s why we’ve done away with the age-old performance management rating system and the whole bell curve philosophy, so that you can be recognized for everything you bring to the table.

An Unconventional, Simplified Performance Management System

At GEP, people are acknowledged and rewarded for their individual contributions and not compared against each other. This is accomplished through the monthly checkpoint conversations GEPpers have with their mentors and the feedback we receive from our surveys. So in addition to rigidly assessing an employee’s performance based on set goals, we also measure the unique value each employee brings to the organization, their ability to work well with others and their potential. To sum it all up, a healthy combination of market benchmarking, 360 degree feedback and qualitative assessment ensure that appraisals at GEP are thorough, unbiased and well balanced.

We think that this modern, egalitarian approach serves to enhance the performance of our colleagues rather than just measure it. We’ve also found that it’s made people more open about discussing their own performance with their reviewers and personally determining areas of growth and improvement – an encouraging sign that fuels our endeavor to constantly improve employee experience at GEP.

Here’s Why It’s Better:

  • It transitions away from the less value adding, relative assessment approach, to one more focused on the individual and their developmental needs.
  • You know how well you're performing through various stages of the process, from ongoing checkpoint conversations to quarterly survey responses.
  • You get a good picture of how well you’ve been performing at an individual level, instead of your relative or comparative performance.
  • It’s easier for you to take corrective action, if you have to.
  • Many aspects of your work, which were previously normalized due to ratings, are now captured and factored into your overall appraisal.