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
Is it time to ditch the annual review?
We can all agree that traditional performance management has issues. Learn how to focus on goal-setting, coaching, continuous feedback and collaboration at the 2017 Performance Management Innovation Conference in Chicago on May 16-17.Learn More
Learn More about Performance Management with our Top Resources
Discover how Lloyd’s Banking Group changed the way leaders respond to engagement data and supported action planning to attain the company’s vision, and the direct business impact of these changes.
Explore several emerging performance management trends through the lens of case studies from companies that have overhauled their performance management, learning and development strategies.
Every organization relies on the performance of its people to succeed. And when performance is lacking, low employee engagement is often identified as the root cause. But HR leaders must change the way they view the relationship between ...Read more
It’s an exciting time in HR. New generations entering the workforce are pushing the boundaries of more traditional HR practices. A long-tenured career with one employer is a thing of the past. Transient employees combined with the rise of ...Read more
Learn about ways in which leaders can attract and motivate talent to create much more innovative and productive workplaces.
Take a moment to consider some of the top performers in your organization. Perhaps some of them report directly to you. As you think about these individuals and their future careers at your company, what next steps do you envision they will take? Will your best programmer someday become Chief Technical Officer? Does your best accountant have what it takes to become a CFO? We’ve often heard the adage, “Past behavior is the best indicator of future performance,” but this phrase can be confusing. Future performance is not the same thing as future potential.
In the beginning, performance reviews were designed to help managers know who was performing and who to fire.Read more
The old performance management model, driven by ratings scales and annual appraisals is slowly making way to new systems and new ways of thinking about how organizations can really assess their employees.
Feedforward, Not Feedback
We can all agree that traditional performance management has issues. Learn how to focus on goal-setting, coaching, continuous feedback and collaboration at the 2017 Performance Management Innovation Conference in Chicago on May 16-17.
Location & Venue
Renaissance Chicago Downtown
1 West Upper Wacker Drive
Chicago, IL 60601
Call 312-372-7200 and reference HCI 2018 Performance Management Innovation 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!