Christopher D. Lee
Human Resources Practitioner, Performance Conversations
Many performance appraisals systems are designed to fail as they are unnecessarily focused on grading past performance when their aim is to promote future performance. All appraisals methods are ineffective if supervisors are reluctant to give critical feedback and "true" ratings.
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This session will discuss uncommon strategies that can have a greater impact on performance and morale than traditional pay for performance systems. Key strategies for non-profit organizations will also be discussed as there are compensation techniques that can be employed in any environment. A good compensation system is designed with clear goals, communicated clearly, and executed flawlessly. Ensure that you are sending the right signals to employees and that you are driving performance in the right direction with a solid pay for performance system.
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You cannot manage productivity with an appraisal form. Learn to define performance as a three legged stool that ensures everything that matters is managed. Some employees perform well but poison the environment around them.
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Despite good intentions, oftentimes employee performance does not measure up to expectations. Learn a model that can help the best perform better, the good improve, and that helps get poor performers on the right track. The key to successful performance management is knowing what to do when things do not go as planned. Most managers know how to manage staff performance but they are less knowledgeable about dealing with personnel problems, the abuse of leaves, excuses, medical issues, neglect, unintentional mistakes, and the wide assortment of issues that come about in the regular course of work.
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