Join award-winning performance management expert Dr. Edie Goldberg for a three-part deep dive into the whys and hows of performance management in an ever-changing workplace environment.
Join award-winning performance management expert Dr. Edie Goldberg for a three-part deep dive into the whys and hows of performance management in an ever-changing workplace environment.
The way people work has changed, which means the way we manage performance must change too. Right now, companies have an opportunity to rethink the purpose of performance management in their organization and the outcomes they want to achieve.
In this three-part masterclass with Dr. Edie Goldberg, recognized expert in the field of performance management, we walk through the purpose of performance management, share a model for driving performance in any organization, outline key components to a good performance management system, and discuss how to sustain performance over time.
Edie Goldberg, Ph.D. is the Founder & President of E.L. Goldberg & Associates in Menlo Park, California. She earned her degree in Industrial/Organizational Psychology from the University of Albany, SUNY. She has made her name as an expert in the field of talent strategy and organizational effectiveness. Her practice focuses on designing human resources processes and programs to attract, engage, develop, and retain employees. She is also the past Chairperson of HR People + Strategy, SHRM’s Executive network.
Aaron Adams is the VP of Professional Services for Engagedly. Aaron believes successful business only comes from fostering and caring for relationships at every level. Aaron is interested in Industrial Organizational Psychology and how it can add insight to solving any problem, while making the hard work fun! He holds a Master’s Degree in Industrial Organizational Psychology from Wayne State University.
Engagedly Inc is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP® or SHRM-SCP®.
PART ONE
In the introductory session we’ll discuss foundational elements and considerations of any performance management system(s). Together we review key things that we all need to think through when initially designing a performance management system. The discussion will chronicle the changes we’ve experienced over time based on the shifting needs of the workplace and environment. At the end of the session, we step back and refocus on the true purpose of performance management. This session sets the foundation for a sustainable approach to performance management that seeks to drive organizational performance.
PART TWO
Now that the foundation is set and purpose is clarified, we move into outlining the practical elements and details for our performance management system. We begin with two fundamental components of every performance management system: goals and feedback. In this session we walk through best practices to successfully apply goal setting and drive feedback based on research and evidence. We’ll provide you with the tools to effectively harness the power of goals and drive feedback within your organization.
PART THREE
In our final session, we discuss some of the more controversial components of performance management and how to navigate them. We share the science and best practices for using ratings, including the research supporting why ratings may not be positively impacting your process, and some effective alternatives as well. Together we walk through a new model for performance management that focuses on enabling performance. Finally, we bring everything together and share techniques to continue to sustain and adapt your performance management system.
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