Reinventing Performance Management HR Workshop

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.  Spend a day with Jamie Resker and you'll learn how to implement the changes you want to see.Picture1-1.png

This program is ideal for intact human resources and leadership teams working to reinvent performance management.

It's tempting to site the latest headlines and list the organizations that are scrapping old-school performance management practices, but  to gain credibility for your ideas, you must go beyond the appearance of chasing the latest trend.  If you're pondering  a more effective approach to performance management, you're likely excited about the possibilities to build something new and powerful within your organization.  While you may be eager to explore and share new ideas with colleagues, you'll encounter a variety of reactions, spanning from: 

"I'm eager to hear what you have to say, let's talk"----to a response that looks and sounds like, "crossed arms, furrowed brows, it can't be done". 

Regardless of how much everyone laments annual evaluations, it's an entrenched and familiar practiceMany people have difficulty imagining a world without annual reviews and ratings.  Some of the most steadfast change resistors may be your own HR colleagues.  In fact, you can anticipate resistance at all levels:  senior leadership, managers, and individual contributors.  When proposing change, you'll need to influence your change resistors.  Socializing new ideas and alternatives is the first step in any change initiative. 


Program Overview

Research confirms what we already know: traditional performance management practiced in the majority of organizations is broken. For most people, formal performance conversations generate anxiety, fear, and insecurity. Rating and ranking employees gets in the way of meaningful conversations that allow people to learn and grow.  Performance goals tied to compensation create an under-promise and over-deliver mentality.  The method for managing employee performance and potential is driven by the needs of the compensation process.

These legacy practices continue yet do not improve performance or impact the business. To further organizational goals and objectives, obsolete practices must be retired and replaced with a solution that makes sense to and benefits everyone.  It starts with a new way of thinking — a modernized approach.

We have heard about companies moving away from performance appraisals to qualitative, conversation-driven practices built to drive regular and meaningful conversations about performance and development. When managers and employees touch base frequently and openly, strengths and accomplishments are acknowledged and performance expectations are easily discussed, so everyone can focus on producing exceptional results. Each person learns as they work and makes incremental improvements that lead to even greater individual and company performance.  Dialogue that is intentionally designed to promote each individual’s performance and development impacts company performance and is a source of competitive advantage.

HR and organizational leaders can pave the way for new habits of regular manager and employee performance development conversations. Simply telling managers to have ongoing conversations will not make them happen. Higher level dialogue about performance and potential must be intentional, and an easy to use framework must be adopted. This program will provide everything you’ll need to be a proactive catalyst of a process that works smarter, is more efficient and easy to use, and benefits the entire organization. Walk away with new thinking, tools, and a personalized change management plan to remake and re-brand managing employee performance, taking it from a drain on morale and productivity to a strategic advantage for your organization.

Learning Objectives and Outcomes

  • Explore the reasons behind why the continual redesign of legacy processes such as ratings, annual reviews and competency models, appraisal as legal documentation, and pay for performance, continue to fall short of expectations.
  • Assess your organization’s current practices, unique circumstances and readiness for change. Create a personalized strategy that identifies target objectives and an action plan specific for the changes you want to see in your organization.
  • Clearly frame employee performance as a business imperative — understand and make the connection for others that the performance effectiveness of each employee makes a difference in organizational performance.
  • Acquire proven communication strategies designed to socialize alternatives to performance appraisal, involve your change sponsors, and influence change resisters.
  • Re-shape and strengthen manager and employee communications, with a framework that builds a culture of the regular exchange of two-way feedback that over time improves performance and work relationships.
  • Build a framework for developing employees in-place, by gathering insight into their aspirations and interests, and the skills upon which they want to improve.

Key Takeaways:

  • Tools and ideas to confidently influence key decision makers and partner with functional groups throughout your organization.
  • Alternatives to managing pay without the use of performance appraisals and ratings.
  • A model to measure employee effectiveness in a visual manner.
  • A personalized strategy and planning document to socialize your ideas with key decision makers and stakeholders across your organization.
  • Framework for shifting the ownership and leadership of performance management from human resources to managers and employees.

This program is ideal for intact human resources and leadership teams working to reinvent performance management.






Employee Performance Solutions | office: 781-210-2049

Sign up for our mailing list


© 2015 Employee Performance Sol



  • Bullets are great
  • For spelling out benefits and
  • Turning visitors into leads.