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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A+E Networks revolutionized its performance management approach to support the company’s transformation to a high-performance culture. Kamilah Thomas will share insights on how A+E Networks replaced its incumbent annual review and ratings ...Read more
Everyone is talking about how ineffective traditional performance management is. Either you’ve redesigned your processes or you’re thinking about it. No doubt you’ve heard the buzz about agile goal setting, removing ...Read more
A strong partnership between HR and the business can have a major impact on the overall employee experience. With today’s highly global, disparate and diverse workforces, it is more important than ever to empower employees and managers to ...Read more
Gap Inc. radically reinvented their performance management process from one that focuses on administrative and compliance, to one that focuses on performance. From one with ratings and reviews, to one with discussions that drive performance. The ...Read more
In this keynote, David Rock shares research that the NeuroLeadership Institute has conducted over the past two years with 27 companies that have embarked on a performance management transformation. David will outline what companies have done for ...Read more
How do you ensure employees bring value to a company? And how do you ensure they feel valued? Strategically addressing these questions is the basis for improving performance.
For decades, HR departments relied on annual reviews to gauge and ...
Even though the HighGround study found employees and managers prefer a more frequent cadence for performance conversations, a poll of webcast attendees revealed that 44% of respondents still have performance conversations just once a year. So how can HR and organizations deliver the ongoing approach that managers and employees want?
Explore how to write a goal that is ready to go, how to take immediate action to accomplish your goal, using Goal Planning Power Grid, and much more.