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When:
May 27, 2009
2:00 - 3:30PM ET
800.401.5937
www.ioma.com
YOUR WEBINAR REGISTRATION INCLUDES:
* ONE telephone and Web connection at ONE physical location
* Unlimited participants from ONE location, in a conference room setting
* Permission to distribute written materials to anyone listening at your location
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No matter how much people complain about doing performance reviews, they are an essential tool to motivate employees, improve communication and drive business results.
But, all too often, companies seem to stumble in their efforts to make the appraisal process less cumbersome, less onerous and less flawed.
One common pitfall is managers—and organizations—falling into a "review rut". Many traditional systems are viewed as burdensome and time consuming; managers resist writing, reviewing and preparing evaluations. And, rather than promoting communication, some systems actually limit feedback to a proscribed "review time" once or twice a year!
So how do you make the process more meaningful, less tedious, less biased and an effective morale-boosting business practice?
The remedies are varied and as many as there are organizations—ranging from coaching for ill-prepared managers, to separating compensation from the performance review process, to inserting calibration meetings into the process, having employees evaluate themselves as part of the process, and having and HR pro review the ratings to ensure fairness, thoroughness and to help spot training coaching and training needs for managers and employees.
Performance reviews are the foundation of effective talent management, so they really need to work. If your performance review process could use an update, join IOMA and HR expert Dick Grote, in this practical interactive webinar and find out what works, what doesn't work and how best to fix a flawed process.
In just 90 minutes, you'll learn:
- What the biggest problems are with the employee appraisal process
- How to get bias out of your ratings and review process
- How to make the appraisal process more helpful for employees' future performance
- How to avoid having terms like "good" or "meets expectations" and "average" come across as "mediocre" to employees
- What qualifies a person for that elusive top rating?
- How to better prepare and improve the managers' communication of performance
- How to separate compensation from the performance review process
- What are calibration meetings and how can they be inserted into the process?
- Should you have employees evaluate themselves as part of the process?
- How to have an HR pro review the ratings to ensure fairness, thoroughness and to help spot training coaching and training needs for managers and employees
Your single paid registration entitles you to as many participants as you wish in a conference room setting.
Register today for just $275. IOMA subscribers pay only $245!
Please note - this program will not be recorded, and space is limited. Register today to ensure your team gets to participate in the timely interactive event!
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