A clear and transparent approach is the key to performance management. An organisation cannot run successfully without performance management. Regular performance management is essential to help employees do their best and help organisations achieve their business goals. Setting goals, checking progress regularly, feedback and coaching, reviewing their performance, and making plans to help them better.  Regular performance review is a must to make employees aware of what they are expected to do and help companies to ensure their workforce is aligned with the same goal.

At Ericsson, performance begins with clarity. Priyanka Anand, VP & Head HR for Southeast Asia, Oceania and India, shares that clear expectations and goals are foundational to enabling employees to prioritise effectively and align their contributions with business success. "Our consistent and strong focus on performance management is fully aligned with our business strategy," she states. Ericsson emphasizes the importance of ongoing conversations throughout the year to support this alignment.

Ongoing Feedback and Meaningful Conversations 

Rather than rigid performance reviews, Ericsson encourages regular one-on-one conversations between employees and managers. Priyanka advocates for a flexible approach where teams decide the frequency and format that work best for them. "We focus on both the 'what' and the 'how' of performance, with the 'how' being guided by our values and behaviours," she explains. Technology may evolve, but the pillars of transparency, alignment, and feedback remain central to their approach.

Keeping Teams Motivated and Preventing Burnout

To keep teams energised, Ericsson has a unique end-of-year initiative called "Wrap Up," where employees reflect on their annual contributions and share insights with their managers. These reflections are bolstered by regular feedback loops, celebrations of achievements, and a strong culture of support. “We encourage employees to work with their leaders if they’re struggling and foster a ‘speak-up’ culture,” adds Priyanka. Creating psychological safety is essential, and the company emphasises continuous learning through formal development plans, peer learning, and on-the-job experiences.

SMART Goal Setting and Manager Enablement 

Ericsson ensures managers are well-equipped to guide employee growth. Regular briefing sessions and virtual education modules help employees and managers align objectives with business goals. They also spotlight role-model managers to reinforce best practices. Notably, Ericsson has developed an internal AI playground to explore how emerging technologies can help make goal setting even smarter.

Tracking Progress with the Right Tools 

Ericsson empowers leaders to conduct frequent check-ins and project reviews aligned with business objectives. Their online performance platform provides transparency in goal setting, allows real-time feedback capture, and enables managers to view storyboards showing both team-wide and individual progress. "It helps us identify challenges early and take the right actions in time," says Priyanka.

Managing Remote Performance with Strong Communication 

With a globally distributed workforce, Ericsson emphasizes the need for robust communication strategies. These include all-employee town halls, team-specific meetings, and systems that clarify expectations. “We rely on leaders to reinforce performance goals regularly and foster a collaborative, open culture,” she shares.

Looking Ahead: The Future of Performance Management 

As technology evolves, Ericsson remains committed to its people-first performance philosophy. "At the core, performance management is people supporting people to do their best work," says Priyanka. "We’ll continue to embrace innovation and enable our employees to grow in ways we can’t yet foresee."

With a balanced blend of structure, empathy, and innovation, Ericsson’s performance management model offers a future-ready blueprint for organisations navigating the new world of work.