Beyond the annual review, performance management should include ongoing feedback, goal-setting, coaching, strengths-based development, and recognition and rewards – and managers must be held accountable for these outcomes. Learn how performance management can be integrated with strategic organizational goals, rewards and recognition programs, and development and succession plans. With the help of performance management systems and social technology, you can make performance management part of day-to-day leadership.
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Learn More about Performance Management with our Top Resources
Whether you are in a position to provide onboardning coaching support for newly placed managers or you are an external coach in a position to provide onboarding support to mid-level manager hires; this webcast will detail the evolution of onboarding support from a brief orientation to an ongoing comprehensive support process.
We talk lot about managing our time, but what about our other finite and equally critical resource – our ability to focus?
Just as we can't make more time, we can't create more focus and so as with how we use our time, we have to make a conscious decision on how we're going to use this limited and vital resource. With this in mind, here are two measures you can implement to better manage your focus and with it, how you respond to the growing distractions around you.
Learn where to begin to map your high potential strategy to your business strategy to ensure you identify the right future leaders.
During this webcast find out what happens when people stop being routine about 360's and start getting real. Explore how you can use a 360 feedback tool to generate lasting improvement for your employees and organizations.
At the Estee Lauder Companies there is a proud tradition of bringing out the best in everyone. This statement applies not only to the company's consumers but also to their employees. Join Soni Basi, Executive Director of Global Talent ...Read more
Work is hard. But it’s even harder when you feel misunderstood, disconnected, alone, and unlovable. These common feelings are often based on relational filters that can have a profound impact on our work. We all have filters in our head that say, "I'm not ______ enough." Or, "I'm too ______". Or “Everyone thinks I’m ______.
Business leaders often say that employees are their most valuable asset. But how much insight do companies truly have into their workforce? Too many organizations rely on assumptions vs. facts when it comes to talent. Others simply ...Read more
Ask companies what their most valuable asset is and their response is often the same: employees. But appreciating team members and understanding how to harness their talents to drive business are two different stories. Many companies rely on assumptions rather than data-backed facts when it comes to decisions about their workforces. There’s reason to depend on more than gut instinct for hiring decisions, developing employees and keeping them engaged in the long run.