Webinar

 

No More Performance Reviews!

A Revolutionary Approach to Performance Feedback

Most employees hate performance evaluations. Most managers dread giving them. Yet more than 70 million U.S. workers receive them each year. Why? Advocates of performance reviews say they raise productivity, differentiate salaries and protect against lawsuits. But it's not true. No wonder just 5% of HR professionals are "very satisfied" with their performance management systems.

To help you cope with this challenge, we have created a special, 2 1/2-hour webinar - which combines the convenience of audio conferencing with the visual power of the Internet. Listen as Gary Markle, one of the nation's most outspoken experts on performance management systems, delivers his talk in three parts:

Part 1:  Why standard evaluations cost your company time and money while turning employees off and exposing your company to lawsuits.

Part 2:  Ten key components of an effective performance management system.

Part 3:   How to replace your failed performance evaluation system with a process called "Catalytic Coaching," a healthy alternative methodology that actually achieves the outcomes everyone wants from performance reviews.

At the end of this 150-minute webinar, participants will:

  • No longer dread the thought of having to conduct performance evaluations. 

  •   • Know how to use feedback to motivate employees instead of turning them off
  •   • Be proficient at documenting performance in ways that dramatically reduce your company's exposure to legal judgments
  •   • Understand the importance of de-linking performance appraisal and pay
  •   • Spend less time on evaluations while achieving the behavioral changes you want from employees
  •   • Be able to build a process that no longer continually understates employee problems
  •   • Reward real teambuilding rather than gamesmanship

The course also will show you how to change your performance management system to do the following:

  • Shift from evaluating and judging to coaching for success

  •   • Change from a backward-looking critique to a forward-looking approach focused on business results
  •   • Reduce turnover
  •   • Increase internal promotions
  •   • Minimize legal exposure

 

No webinar is scheduled at this time.

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You can email Patti for more information.

 

Webinar

 

Salary Talk Disasters:

How Managers Can Have Adult Conversations About Pay

Surveys suggest employees are motivated by many things besides pay. That’s true, but in the end most employees equate their self-worth with their compensation. And nothing is more likely to destroy morale, sap productivity and erode retention rates than disagreements over pay. Even worse news: It’s your best people, not your average employees, who become most disillusioned if pay expectations and pay reality are out of whack.

So what do you do? Pay people more? Not an option. Come up with a breakthrough compensation scheme that solves all your problems? Won’t happen. Every pay scheme that looks great on paper reveals its gnarly contradictions once put into practice.

If there is a magic bullet, it has nothing to do with your company-wide compensation program. It has to do with the way the company, and especially individual managers, talk to employees about pay. Fact is, most managers have never been trained to discuss compensation. They dread salary reviews because A) they fear the employee expects way more than he’s going to get; B) they have no conceptual framework for discussing salary; and C) they simply don’t know what to say.

Performance management expert, Gary Markle, arms HR executives and managers with powerful new tools for conducting even the most emotional pay discussions with employees through this webinar. Participants will learn how to handle tough questions such as:

  • I got a 10% raise last year but only 5% this year, even though I did just as well. How come?

  •   • I know I’m not management material, but does that mean I’m stuck with cost-of-living salary increases forever?
  •   • I’m a 25-year-old engineer and I do the exact same thing as a colleague who’s 50; how come she makes more? Image
  •   • Why did I only get 80% of my bonus instead of the whole thing?
  •   • Why does that guy who reports to me make more than I do?
  •   • Everybody knows what everybody else makes around here. How come I didn’t get as big a raise as the guy in the cubicle next to me?
  •   • Am I ever going to make as much in this job as my brother makes in his?
  •   • I didn’t get my bonus because there was no way I could influence results; Why did you set it up that way?
  •   • This team bonus idea is unfair. I did great but all those slackers on my team caused me to lose out.
  •   • Last year we did great, so this year you increased the bonus criteria dramatically. It’s almost like we’re being punished for doing well.
  •   • We’ll never hit these new goals.
  •   • I know I’m working offsite three days a week this year, but why did you decrease my salary? I do the same amount of work.

 

No webinar is scheduled at this time.

Sign up for our newsletter to receive updates on when this webinar will be scheduled!

Sign up!

You can email Patti for more information.