Organizations spend an enormous amount of time, energy, and resources each year to set their organizational goals. To attain those goals, a company relies on its greatest asset: its employees. Employees who feel recognized demonstrate a stronger desire to help the company grow and succeed. Therefore, having them pay for a performance system incorporated into your organizational structure could leverage employee engagement and enhance overall organizational performance.
One methodology used to increase an organization’s productivity and profitability is to link performance pay with the organization’s goals. When instituting a pay-for-performance system, companies focus on translating organizational goals into performance measures at every level of the organization, from senior leaders down. Discover how linking performance pay with organizational goals can boost productivity and benefit your organization.
Session Highlights:
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Defining goal-based performance management
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Pros and Cons of linking performance to pay
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Obtaining buy-in at all levels of the organization
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Methods for introducing a goal-based performance system to employees
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Handling push-back from employees and managers
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Why do some managers hesitate to get on board with a goal-based performance management system and how do get past that issue?
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Concept of “cascading” goals
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Six steps to cascading organizational goals, aligning them with the organization’s performance management process, and creating relevant employee development plans connected to the organization’s business strategy
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SMART goals
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How to set individual employee goals
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Performance tools available to managers
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How to coach employees who are not meeting goals
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Understand how pay for performance encourages exceptional performance among employees
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Tips for getting buy-in from all levels of the organization
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Learn methods to identify the characteristics of effective goals
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Understand the relationship of professional development to goals
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Create a “line of sight” connection between company, group, and individual goals
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Understand the link between employee engagement and performance management
Why Should You Attend:
Alignment between an organization and its employees doesn’t come naturally – it takes planning, hard work, and communication. Learning effective techniques to optimize organizational outcomes by ensuring there is a ‘line of sight” connection between organizational objectives and the goals established for individual employees is crucial. Participation in this webinar will offer attendees the opportunity to learn techniques to link performance pay with organizational goals resulting in a boost in productivity and numerous other benefits to the organization.
Who Should Attend:
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Senior Management
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HR Managers
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HR Generalists
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Operations Managers
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Compensation Professionals
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Managers with HR responsibility
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Any professional who establishes goals/performance targets or who has accountability for operational outcomes
*You may ask your Question directly to our expert during the Q&A session.
** You can buy On-Demand and view it at your convenience.
Diane L. Dee
Diane L. Dee, President of Advantage HR Consulting, LLC has over 25 years of experience in the Human Resources arena. Diane’s background includes experience in Human Resources consulting and administration in corporate, government, consulting and pro bono environments. Diane founded Advantage HR Consulting, LLC in early 2016.
Under Diane’s leadership, Advantage HR provides comprehensive, cost-effective Human Resources solutions for small to mid-sized firms in the greater Chicagoland area. Additionally, Diane conducts webinars on a wide-variety of HR topics for various compliance training firms across the country.
Diane is a member of the National Association of Women Business Owners and the Society for Human Resource Management. Additionally, Diane performs pro bono work through the Taproot Foundation assisting non-profit clients by integrating their Human Resources goals with their corporate strategies.
Diane holds a Master Certificate in Human Resources from Cornell University’s School of Industrial and Labor Relations and has attained SPHR, SHRM-SCP, sHRBP and HRPM® certification.