Recently, many organisations have moved from an annual performance appraisal to more frequent coaching conversations throughout the year. In doing so, the process could become less structured and less reliant on rating an employee’s performance. On the other hand, it could increase employee commitment and motivation. What is an effective solution for organisations? Join this panel discussion to consider:
Despite a universal acceptance that traditional annual appraisals have comprehensively failed to deliver results in the modern workplace - many HR, Talent and OD leaders are facing the reality that implementing effective new performance models is fraught with challenges and poor adoption. In this session we will explore:
what should the core focus of performance management be for today’s organisations?
Performance management conversations are an immensely valuable opportunity to raise and rectify issues as they arise. By allowing employees to direct this discussion, this allows a more holistic view of employee experience, including well-being and inclusion. Indeed, poor performance could be an indicator that people need support in one of these areas. Join this session to learn:
To unlock the potential of our employees, we need to quantify what we understand as top performance, and learn what makes people tick in order to achieve this level. With more visibility on productivity and increased accountability for individual and team targets, we can also identify areas for improvement and development. Join this session to explore how to:
As the scope of the working environment expands to cater to a flexible workforce, performance management becomes more challenging. Without regular face-to-face feedback in remote and virtual teams, managers and people professionals need to adopt a different approach to performance management to play to the strengths of their teams. Join this session to learn how to:
One of the key challenges when implementing change is adoption. When you are introducing new software or systems for performance management, you will need buy-in from stakeholders across your organisation. Join this session to learn some of the best ways to get your people on board with new approaches, including:
strategies to overcome resistance new approaches to performance management<...
In today’s fast-moving world, organisations can only stay in the game by rapidly adapting to changing markets and customer demands. To maintain a competitive advantage, organisations must have the right people performance strategy to expand their potential. It has never been more vital to align business goals with performance management strategies in order to drive the productivity and success of your organisation. Join this session to learn about:
Effective feedback, both positive and developmental, is an essential touchpoint of performance management. By adopting a strengths-based approach that focuses on what is important to the individual, we can enhance performance in an open, positive and inclusive way that meets overall business needs. Join this session to:
Explore the value of strengths-based coaching conversations to enha...
The face-to-face conversation between the performance leader and employee has the single biggest impact on productivity. It’s the oil in the engine of the organisation, focusing effort, building motivation and driving results. Leading that conversation effectively is vital, yet it’s the part of their role that performance leaders frequently cite as one they dread most. This workshop will cover the practical tools and techniques needed for delegates to support ...