Best intentions for managing employees often fail when the basics are assumed to be in place. Impact Achievement Group will participate in a June 14th Webinar that will highlight ëbest practicesí to provide clarity and consistency in the performance management process.
Why People Quit and LeaveÖor Worse, Quit and Stay! Effective Performance Management, examines how these best practices help minimize conflict that can arise between employees and managers, even within a well-designed performance management system.
Julie White, Ph.D., senior managing partner of Impact Achievement Group and noted author, speaker, and facilitator, will present the Webinar in conjunction with Halogen Software and HR.com. The free Webinar is scheduled for Thursday, June 14 at 2:00 p.m. Eastern Daylight Time.
The session will focus on the fundamentals that managers must execute effectively to create a true performance driven work environment. It will present the ìaccountability trapsî that many managers encounter along with tools for efficiently carrying out the performance management process; raising performance levels and reducing conflict between management and staff.
ìCompanies are finding that younger workers expect performance evaluations on a more frequent basis,î said Debbie McGrath, founder and chief executive officer of HR.com. ìAutomating performance appraisals with tools like Halogenís eAppraisal only makes sense with valid data and agreed upon standards and measurements for the job. Impact Achievement Groupís Performance Advantage(TM) review process helps managers develop the skills to effectively create this clarity with their employees.î
Through the Performance Advantage process, Impact Achievement Group helps managers develop objectives focused on aligned outcomes, identify key performance elements, standards and metrics, and accurately diagnose performance issues.
For more about the event and to register for free, visit www.halogensoftware.com.
Impact Achievement Group Webinar examines best practices in performance management
Best intentions for managing employees often fail when the basics are assumed to be in place
