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Many employers are seriously considering dismantling their traditional performance review process. The idea of procedurally focusing annually on an employee's or work-team's shortcomings completely misses the mark and that energy, effort and time should be spent, by management, on continuous employee development.
This topic will aid you and your organization in addressing and fixing a process that has outlived its usefulness. This topic helps you help yourself by providing you with the tools needed to dismantle your current ineffectual, antiquated and frankly boring traditional performance review process. You will be provided with new how to's; for timely, topical, efficient and effective on-going performance communication with your workforce. You will also be provided with steps and actions to take to move from where you currently are to where you and your organization need to be regarding new ways and means to evaluate your respective staff's performance and productivity which allows your company to focus on customer expectations as well as increase company profits.
- You will be able to describe six initial steps to take when ditching your current stale, boring, procedural, traditional employee performance review process.
- You will be able to You will be able discuss and state the business case for the change.
- You will be able to You will be able explain how to avoid the five missteps when communicating and implementing changes.
- You will be able to You will be able identify how to build into your initiative a mid-course correction component.