Performance Management Programme

Performance Management Conference and Workshop programme

Day 1
05 Dec 2019
Day 2
06 Dec 2019
09:00 - 09:30

Registration, refreshments and networking

Chair’s opening remarks 

Join Jonny Gifford (Senior Advisor for Organisational Behaviour at CIPD) as he introduces the key themes of the conference.
Jonny Gifford
Jonny Gifford123
Jonny Gifford

Panel discussion – should we really move away from the traditional annual appraisal and ratings systems?

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:
10:20-10:50

Morning refreshments and networking

Case study – Life after appraisals: navigating performance for the modern organisation

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?
    Ian MacRae
    Ian MacRae123
    Ian MacRae
    Stuart Hearn
    Stuart Hearn123
    Stuart Hearn

Interactive presentation – tailoring individual conversations to support a positive performance culture

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: 
  • How to...
Alison Sturgess-Durden
Alison Sturgess-Durden123
Alison Sturgess-Durden
Victoria Anthony
Victoria Anthony123
Victoria Anthony
12:20-13:20

Networking lunch

Case study – how to motivate and measure your people to enhance productivity and engagement

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:
  • identify and communicate wha...
Dr. Dilum Jirasinghe
Dilum Jirasinghe123
Dilum Jirasinghe
Kanika Bhatia
Kanika Bhatia123
Kanika Bhatia

Case study  – how to identify and respond to high and low performance in dispersed and remote teams

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: 
  • identify, recognise,...
Alex Snelling
Alex Snelling123
Alex Snelling

Case study – gaining buy-in across your organisation for new people performance systems and platforms

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<...
Jo McPhail
Jo McPhail123
Jo McPhail
Nick Bridle
Nick Bridle123
Nick Bridle
15:10-15:30

Afternoon refreshments and networking

Case study – developing agile performance management that responds to changing organisational goals

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:
    ...
Veska Uzunova
Veska Uzunova123
Veska Uzunova
Aysha Haynes
Aysha Haynes123
Aysha Haynes

Interview- championing a strengths-based culture to feedback in performance conversations

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...
Catharine Williams
Catharine Williams123
Catharine Williams

Chair’s closing remarks 

Hear Jonny Gifford (Senior Advisor for Organisational Behaviour at CIPD) summarise the learnings of the conference.
Jonny Gifford
Jonny Gifford123
Jonny Gifford
09:00 - 09:30

Registration, refreshments and networking

Workshop – Leading authentic, empowering, and constructive performance management conversations

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 ...
Anna Wildman
Anna Wildman123
Anna Wildman