Performance Management Transformation Leaders Make the Case for Change
At its best, performance management is a proactive partnership between employees and management that enables workers to perform at their best and aligns their contributions with the goals, values and initiatives of the organization. The consequences of a poor performance management system are severe and can lead to the disintegration of company culture, high employee turnover, and decreased employee productivity.
For many companies, performance management is being reinvented for a new, forward-looking purpose: to serve as an efficient, focused business process that helps improve employee engagement and drives business results.
Innovative new performance management models are now becoming an imperative as businesses modernize and improve their talent solutions. Companies leading this transformation are redefining the way they set goals and evaluate performance, focusing heavily on coaching and feedback; and looking for new technologies to help make performance management easier. Regular feedback empowers people to reset goals continuously, change projects, and feel rewarded for their “work,” not just their “job.”
The impact of these new performance practices is high. According to Deloitte, 90 percent of companies that have redesigned performance management see direct improvements in engagement, 96 percent say the processes are simpler, and 83 percent say they see the quality of conversations between employees and managers going up.
The performance management revolution is in full flight. Across all industries and geographies, companies are reevaluating every aspect of their programs, from goal-setting and evaluation to incentives and rewards. Organizations are aligning these changes to both business strategy and the ongoing transformation of work.
Today, as companies operate as a network of teams, careers and learning are strategic, and companies are shifting from “jobs to work” in their operations, the need to align goals, provide feedback, and coach for performance is real-time, continuous, and multidirectional.
TMA's Talent Performance Management Summit will share innovative strategies to transform this process into one that supports the demands of the new word of work by embedding speed, agility, customization, and frequency in inter-office interactions, revolutionizing relationships between contributors and managers. Join our expert speaking faculty as they discuss:
- The use of social technology in managing and driving performance
- How data can revolutionize the performance discussion
- Enabling line managers to conduct effective performance conversations
- Aligning performance and talent management
- Creating an organizational culture that supports and promotes high performance
- The science behind human performance
Network with Speaker Faculty and Event Participants including: C-Suite Executives, Vice Presidents, Directors, Managers and Team Leaders with responsibilities in:
- Performance and talent management
- Human Resources
- Learning and development
- Organizational development/effectiveness
- Compensation and rewards
- Employee engagement/experience