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Re-engineering Performance Management

Thursday, 23 June 2016 @ 9:30 am - 4:00 pm

Re-engineering Performance Management

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Re-engineering Performance Management


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Re-engineering Performance ManagementWe all understand the theoretical benefits of performance management – the way it lies at the centre of learning, reward, career management etc, and also acts as the basis for increasing the performance of the business. The fact is, however that it hardly ever acts like this.

If there was one process in HR, or even across the whole of business, that most organisations would agree is broken, it would surely be employee performance management. Nothing else we do turns both managers and employees off so much or results in so much wasted time (mainly through poor application and ineffectual conversations, but often not helped by bureaucratically heavy designs).

Yet it should not be like this. Employee performance management should be an absolutely critical business process or approach – providing the main mechanism an organisation has for ensuring that work is performed and objectives are achieved effectively.

But after 30 years of trying, we can’t go on making incremental improvements that do little to reduce frustration or increase impact on business performance. It’s time to seriously transform. Or maybe just to trash!

The good news is that there are things that can be done to make a major difference here. In particular, new insights from business and psychological research, new ways of thinking and new technologies provide some new and significant opportunities for improvement.

Attend this workshop to understand how performance management can be ‘enhanced’ – perhaps better phrased as ‘re-engineered’ – to have a true and significant impact on business performance.

  • Chief human resource officer
  • HR director
  • Head of performance management
  • Head of talent management
  • Head of learning and development
  • Head of reward
  • Head of organisational development
  • HR business partner, or HR professional, wanting to contribute more broadly to organisational effectiveness
  • HR process designer, HR IT leader or talent management professional, wanting to improve the efficiency and effectiveness of HR processes
  • Business leader, with responsibility for the effectiveness of your own organisation.

Seven key things you will learn on this course:

Understand why performance management generally fails to truly enhance and drive business performance

Examine the main opportunities for improving performance

Apply research insight and latest thinking to your performance management process

Access employees’ contribution and potential to drive the performance of your business

Drive learning and development using the capabilities that will enhance business results

Align reward processes to drive efficiency and effectiveness

Create an action plan for the development of performance management within your own organisation


09:30 Coffee and registration
10:00 Welcome, Introductions and Objectives for the day
10:15 Why Performance Management isn’t Working!

  • Case study and research evidence including insights from neuroscience (eg feedback and the threat state)
  • Reviewing participants own experience with performance management Summarising the key challenges
  • Responding to changes in the world of work – agility, collaboration, complexity etc
  • Methods to review performance management effectiveness
11:30 Morning Coffee
11:45 What to do to make Traditional Performance Management Work as Well as Possible!

  • Dealing with the difficulties in understanding performance eg identifying who is talent in our organisations
  • Dealing with the difficulties in performance management dynamics – linking employee and business performance, cascading objectives, calibrating performance etc
  • Integrating performance management and other processes – talent management, career development and succession planning etc
  • Managing the change process involved in a new approach (especially as this gets harder every time you make a change)
  • Building the required HR and line management competencies
13:00 Lunch and Discussion
13:45 How to Abolish Performance Management (or at least Reviews / Appraisals)

  • How to ensure people manage their performance without a performance management process or at least end of year reviews
  • What to do instead (to inform reward, development, poor performance etc)
  • Developing a performance culture and the roles of obliquity and emergence
  • Case studies from Adobe, Juniper Networks and other businesses
  • Dealing with challenges in participants’ own organisations
14:30 Afternoon Tea
14:45 New Opportunities to Enable Performance

  • Team level performance eg the potential for shared objectives
  • Beefing up employee recognition (and the crowdsourced performance review)
  • Adding in engagement – clarifying the deal
  • Ensuring reward contributes to increasing performance – and balancing intrinsic and extrinsic motivation
  • Managing diversity – tailoring performance management for different employee requirements
  • The potential of new technologies (design thinking, integrated talent management, social media, mobile, wearable devices and gamification plus big data analytics)
15:45 Conclusions and Action Planning


Jon Ingham

HR Strategy Consultant

Jon is a leading specialist in strategic people management and organizational development issues. He regularly speaks and provides training in Europe, the US, the Middle East and Asia and has also lectured on strategic management, change management and human resources on executive MBA courses across Europe.

He is the author of Strategic HCM: Creating value through people (2006) and is currently completing a second book called Social advantage. He also posts regularly to blogs with these same titles and has recently been recognized as the top global online influencer in talent management.

Before working with Symposium, Jon served as Director of Human Capital Consulting, Europe for Buck Consultants / ACS, as Head of HR Consulting for Penna and as International HR Director for Ernst & Young after working as an IT and change management consultant for Andersen Consulting. Jon delivers a number of Symposium training workshops on HR issues such as business partnering, workforce planning, business and HR process design, organizational design and development and HR innovation.

Jon has a BA in Psychology, a Masters in Engineering and an MBA. He is a Fellow of the Chartered Institute of Personnel and Development (CIPD).

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    23 June 2016
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    23 June 2016
    Jumeirah Lowndes Hotel, Knightsbridge, London
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    Who's Attending

    4 people are attending Re-engineering Performance Management

    • Kelly Draper
    • David Fairall
    • Bob Walder
    • Ciaran McCallion


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    Re-engineering Performance Management - 23 June 2016
    £ 399.00


    Thursday, 23 June 2016
    9:30 am - 4:00 pm
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    Jumeirah Lowndes Hotel, Knightsbridge, London
    21 Lowndes Street
    London, SW1X 9ES United Kingdom
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    020 7823 1234
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