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Ditching the Traditional Performance Review
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Traditional performance reviews are becoming outdated. Learn how to get rid of your traditional review and do so effectively.

When: 6/3/2014
1:00 PM
Where: Online Webinar
Presenter: George S. Benson
Contact: Lorman Education Services

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This webinar has been approved for 1.5 CPD Credits.  AIC Members save 20% off registration.

Traditional performance review practices were born in the industrial age and organizations are becoming increasingly frustrated with performance management processes that have become overly complex, bureaucratic and demotivating. Performance management in general and performance reviews in particular are widely disliked and minimized as much as possible by managers. In response many HR practitioners often seek patchwork fixes to their systems and some have begun eliminating reviews altogether.

In this live webinar we provide practical guidelines for thinking about which employees might benefit from eliminating the traditional performance review and what kinds of alternatives might be used instead to set goals, provide feedback, motivate and develop employees. We will discuss several case examples of organizations that have radically simplified or ditched the traditional performance review for employee groups ranging from front-line customer service to executives. We will introduce an alternative approach to designing a performance management system focused on employee development and meaningful business results based on the decades of behavioral science research on goal setting and motivation. These alternatives to traditional performance management practices change the review conversation from evaluation to inspiration by incorporating intrinsic motivation of employees. We will also discuss current trends in alternative performance management. Finally, we will provide samples of metrics that align reviews with the effectiveness and impact of the performance management system on the business strategy. Overall the program will provide a roadmap for making performance management part of HR's strategic contribution to the business by changing the appraisal focus and dialogue.

George S. Benson
University of Texas at Arlington

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