2026 Performance Management Report | The Talent Strategy Group – BrianHeger.com
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A few weeks ago, Marc Effron, thought leader and President of The Talent Strategy Group (TSG), joined my private community for internal HR practitioners, The Talent Edge Circle, for a 90-minute discussion on enabling business strategy execution through performance management (PM). One point he led with that too many teams miss: clarify the purpose of PM before designing or redesigning it. PM can support multiple outcomes (development, engagement, pay decisions), but it usually does one thing well (and maybe a second “kind of well”). The primary purpose should be increasing performance, which is what CEOs care about. When PM tries to serve too many outcomes, it often fails at all of them. While there are many other insights from that discussion that I can’t do justice to in this short post, I’m glad to point you to TSG’s 2026 Performance Management Report, authored by Zac Upchurch (Partner/COO) and shared on LinkedIn. Based on 250+ organizations, it shows how companies design, manage, and execute PM today, from goals to feedback to evaluation. If PM is on your 2026 agenda, this report is a great reference point, not as a set of best practices, but as a way to spark ideas about potential design choices that support your PM purpose. If you’re an internal HR practitioner and want access to deeper, private discussions that help you advance your talent priorities faster and with more impact, alongside other practitioners and with me in The Talent Edge Circle—apply here.
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