Get My Agent On The Phone- How Smart Managers Position Themselves as Agents Via Performance Goals
This program has been submitted for one (1) General credit hour toward PHR, SPHR and GPHR recertification through the HR Certification Institute. The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute's criteria to be pre-approved for recertification credit.
You've heard it before - "Here at ACME, we only hire A players".
Nice! Except you and I both know they’re not all “A” players. You might have thought they were when you hired them, but hiring managers miss. People change. Talent gets bored. Your company is dysfunctional. Which is why you have to measure your people, evaluate them and put them through the corporate equivalent of the NFL Combine at least once a year.
That’s right. You’re going to have to do a performance review on them. And that means they may hate you.
But wait - what if we told you there's a way that you can measure the performance of your employees, push for more and be considered their personal agent while you do that? You can be the one they trust the most - but only if you develop a employee-centric approach to goal setting and the performance feedback loop that follows.
How do you do that? Join us for the next FOT webinar entitled, "Get My Agent On the Phone", and we'll break down our goal setting/performance management plan designed to make your direct reports believe you are on their side, including the following focus points:
You can be viewed as a career agent for your employees rather than a run of the mill corporate bureaucrat. Join us for "Get My Agent on the Phone" and we'll show how the secret sauce to goal setting and follow-up conversations can dramatically change the positioning of what you do in performance management.
About the presenter
Kris Dunn the Chief Human Resources Officer for Kinetix, and the founding editor of the popular HR blogs Fistful of Talent and The HR Capitalist. He’s a VP of HR type who has led HR practices in Fortune 500s and venture capital-held startups, and believes that the key to great business results is to get great people, then do cool stuff to maximize their motivation, performance and effectiveness once you have them in the door. As it turns out, that's his simple definition of talent management. He believes that all forms of HR and recruiting administration should be squeezed down to the smallest amount of time possible, giving you more time to do stuff that matters.