How to Get the Mid-Year Check-In Right
It's Not About the Form, It's About the Conversation
When: Thursday, July 12, 2018 1pm EST
Where: SABA Webinar
A fundamental building block to redesigning performance management is shifting focus from the wants and needs of HR and the organization (i.e., we need ratings to make pay decisions, documentation for the file, etc.) to a system designed to help employees grow and succeed.
Mid-year check-ins provide an ideal opportunity for manager and employee to “check in” on goal progress, reconfirm priorities, discuss the behaviors, actions and development activities that can help the employee be even more effective in the role, and to decide together what is next for the employee going forward.
In this session, you'll learn how to turn mid-year check-ins into something truly meaningful that will boost performance and build stronger bonds between your managers and their people.
You'll gain insights into:
- How to use mid-year check-ins to reinforce a culture of ongoing coaching and feedback
- Key elements of an effective mid-year check-in conversation
- How to market and promote the value of the mid-year check-in
- What tools and training your leaders need to get ongoing coaching and feedback right
Register today to learn how you can use mid-year check-ins to strengthen the manager-employee relationship and to inspire better employee performance.
Speakers: Jamie Resker, Founder and Practice Leader, Employee Performance Solutions and Jodi Bartsch, Senior Strategic Services Consultant, SABA
How to Reboot Performance Management
Modernizing Traditional Performance Management Practices
When: Tuesday, April 24, 2018, 9am - 3pm EST
Where: The Survey Group
One Van de Graaff Drive
Burlington, MA 01803 USA
Deadline to Register: 04/20/2018
Cost: $345.00 - Members, $375.00 - Non-Members
Are you exploring alternatives to the command and control approach of rating and documenting past performance, but need some guidance? In this session you will learn how to measure performance and make pay decisions without ratings. Reshape employee and manager communications to drive and align performance expectations with forward-looking dialogue. Sway your change resistors and skeptics by anticipating and skillfully addressing the most common objections to moving away from annual reviews.
- Reframe the "performance management problem" by socializing ideas that nearly everyone in your organization can agree upon.
- Replace annual review ratings with metrics that will drive and track employee performance, inform equitable pay decisions, promotions, and other employment decisions.
- Avoid the pitfalls of swapping annual reviews and ratings by implementing the new "frequent conversation" model.
- Set your managers and employees up for success with a collaborative system for ongoing and actionable feedback and coaching.
- Examples of how to re-brand performance management.
Performance Management 1.0
Basics for the New HR Practioner
When: Tuesday, May 8, 2018 2:30-3:45pm EDT
Where: Maine HR Convention
Jamie Resker tells us about the who, what, where, when, and why of performance evaluations. She is the Practice Leader at Employee Performance Solutions in Dedham, Massachusetts, and she’ll show us that performance is much more than numbers and ratings. Rather, it is a process key to the strategic direction of your organization. The session starts with a quick overview of traditional performance management practices (reviews, ratings, competencies, and goal setting). You’ll then discover how performance management has evolved and continues to evolve, with a close look at what this means for your employees, front-line managers, and human resources. Discover the relatively new model for continuous performance management, and gain insight into managing off-target employee performance and when documentation, interventions such as warnings and PIP's come into play.
Convince Your Skeptics!
Modernize Performance Management Processes
When: Wednesday, May 9, 2018 10:15-11:45 a.m.
Where: Maine HR Convention
In this advanced session, Jamie Resker helps us make the business and values case for a new approach to performance management. Organizations from global giants to start-ups are re-imagining performance management and testing new ideas. It’s tempting to cite the latest headlines and list the organizations scrapping old-school performance management practices, but you must go beyond the appearance of chasing the latest trend. Annual evaluations are an entrenched and familiar practice, as are reviews and ratings. Your change resistors may be your HR colleagues, managers, or senior leaders. A significant barrier to getting their buy-in for alternative approaches is the perceived role of annual reviews to measure, document performance, and inform pay and employment decisions. This session will show you how to tactfully challenge outdated beliefs and socialize more current alternatives to traditional performance management. Learn how to predict and answer the four most common performance management change objections.
Does Your Performance Review Need a Performance Review?
3 Keys to Modernizing Your Performance Management Process Webinar
Date: October 17, 2017
Time: 2 - 3 pm US Eastern Standard Time
Credit Hours: 1.0 SHRM and HRCI
Registration Link: Northeast Human Resources Association
Join me for this webinar where I'll provide tips and tools for evolving your organization's performance management process:
Employees today expect continuous performance feedback; waiting a whole year for an annual review is coming to an end. The pressure is on to introduce new thinking into a practice long overdue for change as the call for performance management reform grows louder by the week. Many try to answer this problem through a perpetual redesign of forms, ratings, competencies and looking for a magical technology solution (only to find themselves back to the drawing board a few years later). There are many new offerings including apps and online tools all claiming to be the antidote to the annual performance review. The question is: what’s right for your organization and how can you insure that moving away from traditional practices will be more effective than your current system?
Learn how to:
- Measure performance in the absence of ratings (and make pay decisions)
- Remove the need for annual reviews, but still document performance issues
- Influence decision makers and change resistors to move away from annual reviews to the continuous performance management model
Good Stuff Happens in 1:1 Meetings Webinar
Sponsored by 
When: Thursday, October 12, 2pm EDT US
Register at: Workforce Webinars
According to the latest State of the American Manager report from Gallup, employees who have regular meetings with their managers are almost three times as likely to be engaged as those who don’t. These regular check-ins keep managers and employees in sync and aligned. Want to see better manager/employee relationships in your organization? Then make an all-in commitment to 1:1 meetings. Not sure how? You’ve come to the right place.
In this webinar with Jamie Resker, Founder and Practice Leader for Employee Performance Solutions (EPS), and Teala Wilson, Talent Management Consultant at Saba Software, you’ll get the inside track on how to hold effective 1:1 meetings, including tips for getting managers on board.
- Go beyond discussing the status of everyday work to higher level topics, including recognition, performance, development, and career aspirations
- Learn how to decide meeting frequency, what to cover, as well as roles and responsibilities of the manager and employee
- Understand how managers can build trust and make it comfortable for employees to provide upward feedback
- Unite your organisation with a unified approach to 1:1 meetings
Join us for this 1-hour webinar to get practical tips for building better manager-employee relationships with intention and purpose.
Customizable Tools and Tactics for Reinventing Performance Management
Sponsored by  The Largest HR Association in the Northeast |
When: Tuesday, October 24, 2017, 8am - 5pm EST
Where: Environmental Health and Engineering
117 4th Avenue
Needham Heights, Massachusetts 02494
United States
Program Overview:
The workplace has changed to be more collaborative, social and fast moving. So, shouldn't your performance management (PM) process change too? Organizations from global giants to start-ups are reimagining PM and testing new ideas.
Find out how to make a fundamental shift to streamline your system by reducing complex low-value activities, and adopting practices that lead to continuous performance management with measurable results.
This hands-on workshop is for HR professionals looking for proven strategies and change- management skills to socialize alternatives to traditional performance management, involve change sponsor, and influence change resistors.
This is an ideal session for intact human resources and leadership teams working to reinvent performance management. 
Learning Objectives -This program will show you how to:
1. Tactfully challenge outdated beliefs and practices.
2. Sway skeptics with proven tools and easy-to-duplicate and adapt strategies.
3. Satisfactorily answer the four most common change objections.
4. Reshape and strengthen manager and employee communications with more frequent forward-looking dialogue [versus reviewing past performance].
5. Continue tracking, measuring performance, and making pay decisions (without ratings).
6. Phase out the annual performance review, or keep (but modernize) the annual process.
7. Examine how HR's role in performance management is changing and evolving for the better.
Materials:
Participants will each receive a 60-page planning workbook—tangible, practical resources, sample communications, and tools they can take back to their organization and share with decision-makers and peers.
Program Facilitator
Jamie Resker
Practice Leader and Founder of Employee Performance Solutions
Jamie helps organizations evolve and modernize their performance management systems to develop customized compensation and talent assessments and learn more useful and meaningful feedback processes and tools. Jamie has dedicated half of her three-decades-long HR career to reframing performance management to be more forward-focused and empowering, an approach reshaping perceptions and yielding more immediate results in organizations around the U.S. Jamie is the originator of the Performance Continuum Feedback Method® and The 10-Minute Conversation, two frameworks proven to drive performance. She holds a BA in Business from Emmanuel College, is on the faculty for the Northeast Human Resources Association, is a contributor to Halogen Software's Talent Space Blog, and is an editorial advisory board member for HR Examiner. Learn more at http://www.employeeperformancesolutions.com/
Cost:
$599 Members
$799 Non-Members
Schedule:
7:30am – Registration, Networking & Continental Breakfast
8:00am – Program Begins
12:00pm - 1:00pm – Lunch (provided)
5:00pm - Program Adjourns
CEU Credits:
This program has been approved for 8 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.
Modernizing Performance Management Workshop for HR
How to Create a System that Improves Employee Performance
| Sponsored by The Largest HR Association in the Northeast |
When: Wednesday, May 4, 2017, 8am - 5pm EST
Where: Sheraton Framingham Hotel and Conference Center
167 Worcester Rd
Framingham, MA United States
The workplace has changed to be more collaborative, social and fast moving. So, shouldn't your performance management (PM) process change too? Organizations of all sizes and industries are taking a hard look at PM and testing new ideas.
Find out how to make a fundamental shift to streamline your system by reducing complex low-value activities, and adopting practices that lead to continuous performance management with measurable results.
This hands-on workshop is for HR professionals looking for proven strategies to influence change in their organizations and tools they can use to effect a PM system that empowers employees and managers to succeed.
Learning Objectives:
- Explore the reasons behind why the continual redesign of legacy processes such as ratings and review forms continue falling short of expectations.
- Alternatives to managing pay and performance without performance appraisals and ratings.
- Replace single category ratings with a "discovery" process to calibrate and communicate about employee performance effectiveness with the Employee Performance Continuum, a model used to assess Results and Behaviors.
- Reshape and strengthen manager and employee communications with more frequent forward-looking dialogue [versus reviewing past performance].
- Acquire proven communication strategies designed to socialize alternatives to performance appraisal, involve your change sponsors, and influence change resisters.
Materials:
Participants will each receive a 50-page planning workbook—tangible, practical resources and tools they can take back to their organization and share with decision-makers and peers.
Program Facilitator
Jamie Resker, Practice Leader and Founder of Employee Performance Solutions
Jamie helps organizations evolve and modernize their performance management systems to develop customized compensation and talent assessments and learn more useful and meaningful feedback processes and tools. Jamie has dedicated half of her three-decades-long HR career to reframing performance management to be more forward-focused and empowering, an approach reshaping perceptions and yielding more immediate results in organizations around the U.S. Jamie is the originator of the Performance Continuum Feedback Method® and The 10-Minute Conversation, two frameworks proven to drive performance. She holds a BA in Business from Emmanuel College, is on the faculty for the Northeast Human Resources Association, is a contributor to Halogen Software's Talent Space Blog, and is an editorial advisory board member for HR Examiner. Learn more at http://www.employeeperformancesolutions.com/
Cost:
$499 NEHRA Members
$699 Non-Members
Schedule:
7:30am – Registration, Networking & Continental Breakfast
8:00am – Program Begins
12:00pm - 1:00pm – Lunch (provided)
5:00pm - Program Adjourns
CEU Credits:
This program has been approved for 8 General Credit Hours.
Strategies for Phasing Out Performance Appraisals sold out
How to Create a System that Improves Employee Performance
| Sponsored by The Largest HR Association in the Northeast |
When: Wednesday, June 22, 2016, 8am - 5pm EST
Where: Massachusetts Medical Society
Conference Center at Waltham Woods
860 Winter Street
Waltham, MA 02451
Program Description: Research confirms what we already know: traditional performance management practices are broken. 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. Read More
Strategies for Phasing Out Performance Appraisals sold out
How to Create a System that Improves Employee Performance
| Sponsored by The Largest HR Association in the Northeast |
When: Wednesday, June 22, 2016, 8am - 5pm EST
Where: Massachusetts Medical Society
Conference Center at Waltham Woods
860 Winter Street
Waltham, MA 02451
Program Description: Research confirms what we already know: traditional performance management practices are broken. 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. Read More
Strategies for Phasing Out Performance Appraisals sold out
How to Create a System that Improves Employee Performance
| Sponsored by The Largest HR Association in the Northeast |
When: Tuesday, June 7, 2016, 8am - 5pm EST
Where: Boston Private Bank
10 Post Office Square, 2nd Floor
Boston, MA 02109
Program Description: Research confirms what we already know: traditional performance management practices are broken. 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. Read More
Strategies for Phasing Out Performance Appraisals sold out
How to Create a System that Improves Employee Performance
|
Sponsored by |
When: Wednesday, April 13, 2016, 8am - 5pm EST
Where: MIT Sloan Management School
30 Memorial Drive
Cambridge, MA 01241
Program Description: 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. Read more
The Ten-Minute Conversation
A Strategy for Phasing Out Performance Appraisals
When: Thursday, May 12, 2016
Where: Maine HR Convention, Samoset, Maine
Are you pondering the elimination of traditional performance management practices? In most instances, a single number cannot express human performance, so some organizations have started on the path to radical change in this arena. You have to build a strong business case to do so, but it could reap great rewards. Meaningful change in your performance evaluations requires you to help others shift their thinking and adopt new mind sets. Jamie Resker, Practice Leader at Employee Performance Solutions in Dedham, Massachusetts, will help you do just that, as she facilitates this interactive experience starting with a “ten-minute conversation.” You’ll leave with the tools to modernize legacy practices, anticipate the resistance you may face, and increase the level of manager and employee communication. Your success will depend upon your skill at socializing your ideas and anticipating and preparing for common roadblocks-others are doing it and you can too.