Intel CEO Pat Gelsinger says he wants his performance measured "on a two-, three-, four-year basis." What timeframe do you think makes the most sense for evaluating C-Suite executives?

People & Leadership Talent Management & Performance Mentoring & Coaching

Quarterly6%

Twice per year42%

Annually38%

Every 3 years7%

Every 5 years4%

Other (please share below)1%

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Director of The Digital Workplace in Software3 years ago

Some lag metrics can only be measured on a long term basis, and moving out of a quarter-to-quarter mindset is good.

However, there are definitely some influenceable lead metrics that people should be held accountable for to show they are moving in the right direction and meeting commitments.

That should be the same for C-Suite, as well as everyone else.

Managing Partner, Partnerships & Strategy in Software3 years ago

It depends on the measure, doesn’t it?

VP Talent, Learning & Organisational Development in Manufacturinga year ago

Being a CEO is about being a role model. There are different ways of evaluating performance; you can measure financial and business performance only as part of a financial cycle/ share impact/NPS etc etc but on the 'how' a CEO should be much more regularly be evaluated, how is she/he interacting with people, what about communication style, what is she/he doing on turnover/retention/inclusion/ engagement. Those for me should be evaluated almost on a daily basis, that makes CEO's stand out from each other - not only when there is a formal performance to be reviewed but also how is this #1 leader acting on a daily basis, under stress or when things are progressing well.

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