Corporate Performance and Learning Survey: Current Practices and Employee Sentiment
Leaders are living in a different reality from the emotionally taxing one employees experience.
66% of executives believe their competency metrics are fair, but only one-fifth (19%) of individual contributors agree.
Our research found leadership continues to funnel money — sometimes millions — into programs they think are working, but employees experience them as biased, arbitrary, and disconnected from their actual impact.
Download the 2025 Corporate Performance & Learning Report to understand where capability and competency programs are failing, and what role AI-driven technology has to play in helping them succeed.
What Employees Really Want
What people told us they want from performance conversations.
Constructive, specific feedback. Recognition of achievements. Clear goals and development opportunities. A collaborative, two-way conversation.
Assessment based on actual performance, not matrices [comparing me to] others with different levels of responsibility.
I'd like to see how my contributions have led to positive growth [in] my department and if those contributions will lead to a promotion or more money.
Getting a performance review that sounded like my manager took the time to honestly evaluate my work and skills.
