Employee Performance Solutions

Upcoming Workshop: Have Better Performance Conversations

A combined two-session virtual program — June 18 & 25, 2026
Practical, hands-on tools and training for HR professionals and people managers to make performance conversations easier, clearer, and more effective in real work situations.

HR teams + their managers welcome | SHRM & HRCI credits | Program Details and Registration

The Problem We Solve

"Give feedback early and often" is the most commonly given,
and least followed management advice in organizations.

Not because managers don’t care. Because traditional feedback is criticism — and our brains are wired to defend against criticism. Managers sense this. So they hold back. Small issues build into patterns. Patterns become employee relations problems. And HR gets called in to manage a crisis that a two-minute conversation six months ago could have prevented.

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1 in 5

people feel they get meaningful feedback regularly — half their managers think otherwise

47%

know what’s expected of them on the job

75%

of organizations can’t accurately evaluate the performance of individual workers

72%

of workers say they don’t trust their organization’s performance management process
Sources: Gallup, Deloitte Human Capital Trends 2025

The Real Challenge

Everyone's affected. Nobody has the tools to fix it.

Managers, employees, and HR are each stuck in their own version of the same problem.

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Manager hesitation

Traditional feedback feels like criticism. Our brains are wired to defend against it — so managers hold back, and patterns build.

Employee Uncertainty

"No news is good news" becomes the default. Strengths go unnoticed, issues go unspoken, and people are left wondering where they stand.

HR Frustration

Performance issues escalate into employee relations problems because early conversations never happened. HR gets pulled in late — managing situations that a timely, well-worded conversation could have prevented.

The good news — these are learnable skills.

With the right tools and approach, managers speak up early, employees stop guessing, and HR has a structure that works — with or without a formal annual review.

30-1

Our Approach

A clearer picture of performance — right now.

The Employee Performance Continuum replaces single ratings with a two-dimensional view of where each person actually stands today, so managers can take action — not wait for review season.

Two dimensions, assessed together

Work Results

What's getting done — outputs, goals, quality of work

Observed Behaviors & Impact

How it's getting done — interactions, collaboration, influence on others

Our tools and training, used correctly, identify strengths, growth opportunities, or improvement areas.

For managers

Building IMMEDIATELY Applicable Feedback Coaching Skills

Gives managers the words, tools, and confidence to lead performance conversations in the moment and course correct longer term performance issues — not just at review time. No guesswork, no criticism, no defensiveness.
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For managers + employees together

Two-Way Performance Conversations Training

The only program where managers and employees learn together — collaborative, shared ownership, conversations that strengthen relationships and boost performance.
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For HR employee relations

HR Performance Coaching

When a performance issue has already escalated, HR needs a clear and quick method to support managers. Analyze the real problem, understand its impact, coach managers on exactly what to say.

For HR leaders & generalists

Modernize Your Performance Management Process

A consulting engagement to help HR move beyond the redesign cycle and build a sustainable, forward-focused approach that managers and employees will actually use.

What makes this different

Not another training program. A fundamentally different approach.

Employee Performance Solutions equips HR teams and managers with a non-traditional approach to feedback — one that replaces criticism with hearable, sayable, non-defensive language that managers can use immediately, in the moment, without guessing.

Specialized expertise

We focus exclusively on performance conversations — not a broad curriculum. Deeper tools, faster results.

No guesswork wording

Managers leave with specific, ready-to-use language — not frameworks they have to translate on their own.

Science-backed method

Grounded in neuroscience and Appreciative Inquiry — brain-based techniques that reduce defensive reactions before they start.

Learn, Try, and Apply

Every session introduces a concept, applies it immediately, and practices in real scenarios.

"No one teaches you what to say and how to say it when you become a manager. It's assumed that you're having the right conversations. I like this roadmap."

"We've been training our managers on this program for over eight years. As a state agency, we require annual performance reviews, but this program guarantees conversations happen throughout the year."

“I’ve struggled with reviews and tough feedback. Jamie’s training was the first that gave me the tools and skills I used right away for annual reviews and the conversations I’d been avoiding.”

"Excellent program because I'm walking away with new tools to get constructive feedback on my terms."

“Performance talks used to fall entirely on me. Not anymore. The10-Minute Conversation puts ownership on both sides and has turned feedback into a real partnership.”

About Jamie Resker

25+ years in HR. I stopped fixing the broken system — and built a new one.
After two decades in HR, I had tried every fix — forms, ratings, software, training. Then I became a manager with 10 direct reports, and I avoided giving feedback too. Not because I didn't care. Because it felt awkward and risky.

That was my turning point. I developed the Performance Continuum Feedback Method® — a practical approach that gives managers and employees a shared way to assess performance, have real conversations, and move forward.

Jamie's story →

Jamie Resker