In highly competitive markets, retaining talent is only part of the equation for many companies to achieve ambitious goals—equally important is to unshackle talent management processes in a way that creates and fosters a collaborative environment enabling deeper connections, agile and customer-focused workforce and innovative mindset. Critical to both the execution of many business & continuity plans is to provide employees with autonomy and empowerment, meaningful work, strong team-based environments with opportunities to collaborate & innovate, and strength-based coaching.
To help guide the roundtable discussion, our facilitator will focus the panelists on some or all of the following discussion points...
- What are the top two programs, cultural components, and/or other initiatives you have implemented (or are about to implement) to build manager capability around delivering effective performance management conversations?
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- How can we ensure the right conversations happen?
- Do you worry about the quality of the conversation?
- How should we reward high achievers?
- What are the biggest implementation challenges companies can plan to face? For those organizations who have removed ratings,
- For those organizations who have not removed ratings, is the quality of the conversation a consideration as to why you do not want to remove ratings?
- If you could look into a crystal ball ten years from now, what is your prediction on the topic of performance management and ratings?