Webcast:
While the performance review has been around forever, the annual or semi-annual process is no longer enough for either manager or employee to rely upon, especially in a globalized business world of virtual teams, limited face-to-face contact, and rapidly forming and disbanding project teams. Progressive organizations that are aware of this trend have leveraged Web 2.0 technologies and solutions to more effectively connect people from around the world. Managers and employees use these tools to communicate on a daily basis, with manager providing more frequent guidance and feedback to speed employee development and engagement.
In the era of the distributed workforce, communication strategies and the tools to enable them must be continually rethought so that worldwide employee behavior and the goals of leadership remain aligned. A philosophy of ongoing performance assessment and continual feedback is a key component of that alignment. What are the actions and tools required for adopting that philosophy? What organizational impact can be anticipated following adoption?
Come and learn:
- Reasons why the era of 6-month or 12-month assessments is over (e.g., work and responsibilities change much more quickly, work itself is much more fluid, workers who don't see their leaders need constant encouragement, prodding, assessment, motivation even more than face-to-face staff do but seldom get it)
- The types of tools used to create daily formal and informal assessments including instant messaging, collaborative spaces, virtual worlds (e.g. Second Life), and skill management systems
Webcast on Demand
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Presenters
Dr. Theresa Welbourne is the founder, President, and CEO of eePulse, Inc., a firm that delivers employee engagement survey tools for HR managers and executives to learn how to motivate employees and increase productivity. Theresa is also a Research Professor at the Center for Effective Organizations, Marshall School of Business, USC, and an Adjunct Professor of Executive Education at the Ross School of Business at the University of Michigan Business School, and the founder and lead researcher for the Leadership Pulse initiative. She also is Editor-in-Chief of Human Resource Management, the Journal.Dr. Welbourne's expertise is in the area of strategic HRM and leadership in high growth and high change organizations. With over 25 years in the HR field, her particular focus is on understanding how various people management, communication, and leadership strategies can harness employee and customer energy to improve firm performance.She received her Ph.D. from the University of Colorado, Boulder in 1992. Her research has been featured in popular publications such as Inc. Magazine, The Wall Street Journal, The Financial Times, Business Week, The New York Times, and Entrepreneur Magazine. Her work has been published in several books and in journals such as the Academy of Management Journal, Journal of Management, Human Resource Planning, Journal of Organization Behavior, Compensation and Benefits Review, Journal of Applied Psychology, and Journal of High Technology Management Research.She is a well known speaker and prolific writer in the areas of leadership, strategy, and HRM. Her latest work is on Fast HRM and includes development of new tools such as extreme strategizing and the 3-minute 360. She is working with colleagues at eePulse and the Center for Effective Organizations to advance this work within numerous organizations. She also is teaching data coaching to help organizations get more out of their HR data.
why does this say it is today when the dates to register are in November?