Strategies for Phasing out Performance Appraisals:
How to Create a System that Improves Performance
Research confirms what we already know: traditional performance management practices are broken. What has been standard practice in most organizations is beginning to fade away, as the call for reform grows louder by the week. Deloitte, the Gap, Adobe, Accenture, Cigna and GE have proudly and publicly shared their stories on facing up to the discrepancies between the intent and reality of performance management. Organizations are sharing their approaches to drastically scaling back on documentation and dropping ratings and rankings. The new emphasis is on increasing real-time dialogue about performance: old-fashioned, eyeball-to-eyeball conversations that result in managers and staff exchanging meaningful insights that lead to improved performance.
The pressure is on for HR to introduce new thinking on a practice long overdue for change. Performance management should and can drive performance and business results. HR is poised to create a system that engages everyone, boosts organizational results and creates a strategic advantage. Your prime goal in 2016 should be to fix performance management, regardless of your industry, geographical location or size.
Objectives and Take Aways:
1. Explore the reasons behind why the continual redesign of legacy processes such as ratings and review forms continue falling short of expectations.
2. Alternatives to managing pay and performance without the use of performance appraisals and ratings.
3. Clearly see your high, mid-level, new-developing, low results-good behaviors, mid-high results/disruptive behavior, and low results/low behavior employees without using ratings or performance reviews.
4. Re-shape and strengthen manager and employee communications with more frequent forward-looking dialogue [versus reviewing past performance].
5. Acquire proven communication strategies designed to socialize alternatives to performance appraisal, involve your change sponsors, and influence change resisters.
Jamie Resker, Practice Leader and Founder of Employee Performance Solutions, has a uniquely singular focus - optimizing employee performance through re-shaping communications between managers and employees based on two-way, frequent, informal conversations designed to align performance expectations. She helps organizations make the shift away from reviewing and rating past performance to building the capacity of everyone in the organization to speak candidly about strengths, accomplishments, and more comfortably re-direct off-target performance. Jamie is the originator of the Performance Continuum Feedback Method® and The 10-Minute Conversation, frameworks proven to drive individual, team and organizational performance. She's known for being ahead of her time and has dedicated half of her three-decades long HR career to reframing performance management. As a thought leader on the topic of modernizing performance management she is a frequent contributor on the topic.
Schedule: (click here for a full schedule of the program including topics covered, group work, etc.)
8:00am – Registration, Networking & Continental Breakfast
8:30am – Program Begins
12:00pm – Lunch (provided)
5:00pm - Program Adjourns
NEHRA Registration Cancellation Policy:
Cancellations must be received in writing at least 3 days prior to the workshop in order to receive a refund.
This program has been approved for 7.25 General Credit Hours.
NEHRA is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP or SHRM-SCP. For more information, visit the SHRM certification website at www.shrmcertification.org.
The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute's criteria to be pre-approved for recertification credit.