David Murray is the Co-founder and CEO of Confirm, a performance management system that enables CEOs to increase capital efficiency. As a product designer, he began his career as a Product Manager at Google, where he received the Google Founders Award and EMG Award for his work on Gmail.

Performance review metrics are often based on an arbitrary rating system that favors managers’ perceptions. This system focuses on numbers rather than employees’ tangible impacts, so top-performing team members aren’t recognized accordingly. How can leaders maximize employee performance reviews and recognition?

According to performance management optimizer David Murray, 15% of employees contribute to 50% of performance outcomes, while 5% create 50% of organizational challenges. Considering these statistics, David recommends developing a transparent performance management system in which managers set employee expectations about individual performance metrics. To identify high-performers, you can request feedback from each team member about who they go to for advice and who creates the most conflict. This can eliminate manager bias and ensure quiet contributors are recognized appropriately.

In this week’s episode of The People Strategy Podcast, Traci Austin hosts David Murray, the Co-founder and CEO of Confirm, to talk about improving organizations’ performance management systems. David discusses his tool that measures individual impact, his research on team development and performance, and how identifying personal and professional goals enhances performance reviews.

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