Traditional performance reviews are becoming outdated. Learn why you may want to get rid of your traditional review.An ongoing trend among progressive businesses is to do away with annual performance reviews. The reasons for doing this are many but the most prevalent is that performance reviews aren't motivating to employees or beneficial for employers. But what should replace the traditional performance review as you still need to motivate and monitor employee performance? This content first helps practitioners understand why traditional performance reviews fail to provide employee or employers with helpful information and feedback on performance. Second, and more importantly, it provides you with a framework of tools and processes that you can use in place of the performance review in order to motivate employees and gain useful information about employees' performance for managers and the company.
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Why Lorman?
Over 32 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
Agenda
Why Traditional Performance Reviews Fail Employees and Employers
- Results in Erroneous or Skewed Information About Employee
- Leaves Employees Unmotivated by Results and Uninvolved in the Process
- Occurs too Infrequently to Manage Actual Performance Problems
Alternative Methods to Monitor and Communicate About Employees' Performance
- Supervisors' Involvement With Employees
- Quarterly Reviews
- One-On-One Meetings
Creating a Performance Management System
- Why It Motivates Employees
- How It Provides Useful Information
- Creating the Essential Buy-in to System
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Why Lorman?
Over 32 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
Credits
OnDemand Webinar
This course was last revised on March 13, 2019.
Call 1-866-352-9540 for further credit information.
- ASA 1.5
- This program qualifies for 1.5 continuing education hour(s) towards maintaining your ASA credential. Please contact ASA for more information at [email protected]
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- Lorman Education Services is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.5 PDC(s) for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit www.shrmcertification.org.
This program does NOT qualify, nor meet the National Standard for NASBA accreditation.
Audio & Reference Manual
This program does NOT qualify, nor meet the National Standard for NASBA accreditation.
MP3 Download
This program does NOT qualify, nor meet the National Standard for NASBA accreditation.
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Why Lorman?
Over 32 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
Faculty
Sharon Jutila
AmeriBen/IEC Group
- HR consultant at AmeriBen/IEC Group
- Attorney and human resources expert with more than fifteen years’ experience providing advice and recommendations to a wide range of businesses
- Practice emphasizes all aspects of labor and employment law
- Well-respected trainer and speaker on human resource and employment compliance issues having presented at more than one hundred conferences
- Wrote several publications and articles related to the areas of management defense employment law
- J.D. degree, Order of the Coif, University of Oregon School of Law
- Can be contacted at 360-487-6838 or [email protected]
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Why Lorman?
Over 32 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
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