Is this your company? HCI reported that in regard to Performance Management, 75% of organizations rate performance management as a critical concern and yet only 8% of companies believe traditional performance management drives business value and 10% of them believe performance management is a good use of time.
If this is your situation, what do you plan to do about it and where do you begin?
Each of us has a story to tell about the pitfalls of Traditional Performance Management. We invite you to hear how we are successfully making the transition to a culture of employee owned performance where managers serve as coaches and mentors.
What You Will Learn:
Learn why we made the decision to change our performance appraisal process and culture to improve performance, strengthen relationships between managers and their teams as well as within teams, and more!
The research, fact finding, and analysis utilized to formulate a new plan.
Key stakeholders to include in the process.
It’s more than just a change in forms! Explanation of the new performance management model.
What’s my role? Training and tools for managers, individual contributors, and the organization.
Where are we now? What we’ve learned and next steps to stay the course!
Everyone turns to HR to come up with a new policy. There is no doubt that many organizations have an employee handbook filled with policies that a human resource professional or attorney helped create. How many times is human resources blamed for coming up with the latest and greatest of employee policies. Now is the time to change that way of thinking.