What is the basic premise of the article?

What did the company do right and how could the company have acted more effectively with regard to Performance Management?

Cargill Introduced Coaching Conversations in Place of Annual Appraisals

Like Adobe, Cargill, the US food producer and distributor, started to transform its traditional performance management processes back in 2012, when it introduced Everyday Performance Management.

Cargill removed performance ratings and annual review forms and instead focused on managers having frequent, on-the-job conversations, and giving regular, constructive feedback. They have made this work by:

• Regularly rewarding and recognising managers who demonstrate good day-to-day performance management practices.
• Sharing the experiences and tips of their successful managers.
• Holding teams accountable for practising day-to-day performance management.
• Building the skills needed to succeed at Everyday Performance Management, including effective two-way communication, giving feedback, and coaching.

The outcome has been impressive, with 70% of Cargill employees now saying they feel valued as a result of their ongoing performance discussions with their manager.