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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This session will provide insight on decoupling pay from performance by exploring how to craft a program that administers pay separately from performance.
I will provide a “how to” approach on compensation administration using a ...Read more
There are many not-so-secrets to Facebook®’s apparent success as an organization, and perhaps chief among them is its rather open fixation on being an organization in which everyone is seen and expected to behave as an owner and, in so ...Read more
Traditional performance management practices are evolving to support the development of agile, curious, digital-era leadership. In a time of complexity and ambiguity, organizations must evolve the way they support the growth of their ...Read more
Complaints about performance evaluations are nothing new. Employees think the process is demeaning. Managers and supervisors find them burdensome and ineffective. Lawyers tell us the forms work against us in court. So, we throw up our hands and declare we’re done with them. But before long, we return to the same ritual.
When it comes to having difficult conversations with your employees, do you feel like you’re up to the challenge? In the workplace, as in our personal lives, tough conversations are essential for growth.
How do you modernize your performance review correctly? What is the right set of steps? Learn the five key steps to make your continuous performance management work!
Need a better understanding of the new PM practices being proposed and what they mean? Get clear answers on whether these practices will be right for your organization and why, and learn more about alternative practices that may better meet your needs.
The purpose of this guide is to show you how to set goals and Objectives that are more effective, measureable, achievable, and able to be tracked. You will also find out how to best align your employees’ goals with company Objectives, so ...Read more