Performance management used to be top-down and built on control. That approach no longer works. This 60-minute performance management training explains a different model, engaged collaboration, built on clarity of purpose, performance agreements and smart use of current technology.
You'll look at why the old approach has failed, the math of performance management, how to define performance today and what can still be managed. The session also covers time management, engagement and discretionary effort, and how performance management software and apps are changing.
The goal is practical strategies and tools to bring order without control and include the people you manage.
Rapid change, remote work and the shift to skill-based organizations have left many traditional performance management methods behind. This session helps you see what really drives performance in today's workplace.
It is aimed at HR professionals and at any manager or leader who wants to let go of control, be more inclusive of the people they manage and raise engagement.
PS As for audience certainly HR people but as well as any manager or leader.
Rapid change, remote work and the shift to skill-based organizations have left many traditional performance management methods behind. This session helps you see what really drives performance in today's workplace.
It is aimed at HR professionals and at any manager or leader who wants to let go of control, be more inclusive of the people they manage and raise engagement.
PS As for audience certainly HR people but as well as any manager or leader.
Don Phin
Don has been a California employment practices attorney since 1983. He litigated employment and business cases for 17 years and quit once he figured out that nobody wins a lawsuit. Since leaving litigation, he has written numerous books and presented more than 500 times to executives nationwide. He loves talking about emotional intelligence and creating engaging workplaces!Don was the founder and President of HR That Works, used by 3,500 companies and acquired by ThinkHR in January 2014. He worked there for two years as a V.P.Now in his “wisdom-sharing years,” Don loves advising and coaching executives. …
New Form I-9: Documents and Policies that Ensure ICE I-9 Co…
Claude AI For CPAs & Finance Professionals: Best Practices …
Secrets Of Psychology - Why People Do The Things They Do
2-Hour Virtual Seminar on How to Conduct an Internal Harass…
Project Management For Administrative Professionals
Onboarding is NOT Orientation - How to Improve the New Empl…
Elevate Your Workplace Wellness: 10 Critical Wellness Facto…
Managing Complex Projects - Project Management
Utilizing HR Metrics to Illustrate & Improve Human Resource…
Negotiating Skills For Professional Results - Winning Strat…
NEW Nacha Rule - Third-Party Sender (TPS) Roles and Respons…
Paying and Receiving Payments for Referrals: You Can Go to …
FDA Technology Modernization Action Plan (TMAP) and Impact …
Human Factors Usability Studies Following ISO 62366 and FDA…
Construction Lending And Real Credit Administration: Evalua…
Validation Statistics for Non-Statisticians
Thriving in a Hybrid Workplace: Keys to Leadership and Team…
Excel Power Skills: Master Functions, Formulas, and Macros …
Batch Record Review and Product Release
Discover how Emotional Intelligence turns AI from a technic…
Copilot and HR: An Introduction for HR Professionals
ChatGPT for HR - Build HR Policy Framework and Strategy
Female to Female Hostility @Workplace: All you Need to Know