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.
Recommended Performance Management Resources
Drive Business Goals with Frequent Feedback
We now understand the critical importance of coaching in the workplace and how it directly connects to employee engagement and productivity. Learn how to focus on goal-setting, coaching, continuous feedback, and collaboration at the 2018 Performance Coaching & Development Conference in Chicago on May 17-18.Learn More
Learn More about Performance Management with our Top Resources
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.
Explore specific ways to shift performance discussions toward development, coaching, and ways to encourage the career growth of your organization’s employees.
Countering unconscious bias benefits your business because you’re increasing the quality and diversity of your workforce simultaneously. But past diversity efforts have done little to move the needle. In this HCI Keynote, Iris Bohnet of ...Read more
Coaching Managers to Connect, Engage, and Drive Business Goals with Frequent Feedback
We now understand the critical importance of coaching in the workplace and how it directly connects to employee engagement and productivity. Learn how to focus on goal-setting, coaching, continuous feedback, and collaboration at the 2018 Performance Coaching & Development in Chicago on May 17-18.
Location & Venue
Renaissance Chicago Downtown
1 West Upper Wacker Drive
Chicago, IL 60601
Call 312-372-7200 and reference HCI 2018 Performance Coaching & Development Conference to take advantage of the $279 room rate. Don’t wait, the offer expires April 24, 2018. Click here to book your room now!