How to avoid complication when getting away from traditional performance ratings
How to address compensation in the most modern work world
How to identify potential incentive problems
Shifts in today’s best talent management practices bring about the need for change across the board; more specifically, when performance management changes for employees, it must change for managers, too.
Managers become active coaches as they say what needs to be said to their people, and they do so in real time.
The best managers live by a new philosophy: Increasing organizational capability, increasing engagement and contribution and enhancing the employee experience is all done through individual conversations in the moment – at the time of excellence. Those lessons learned paired with data help managers determine what to do differently the next time around.
Change is inevitably complicated, but when managers can uncover the best strategies for the company’s culture, and clearly define goals, they realize trying new things doesn’t have to be so hard!
Join Jennifer Clark for this upcoming webcast and hear her story of meeting with executives to get buy-in for new strategies, the importance of one-one-one, experienced-based meetings, how to write your own HR agenda according to change, and how to give all employees the chance to be heard.