"How can companies create a better employee experience, retain talent, and deliver the outcomes they need to thrive? Join this session to learn about the survey of thousands of employees and managers across the US and UK to create a comprehensive picture of how employees are thinking about their experience of work, their plans to stay or go, and how their employers are supporting their growth and success. Key findings include: Companies can do more to control voluntary churn Counteroffers can be used more effectively to retain top talent Employees feel trapped by rigid, out-of-date goals To be effective, feedback and check-ins must include a connection to both goals and employee growth plans Dedicated software tools are more effective — but having underperforming tools can be worse than having no tools at all Overall, we found when companies provide a model of performance management inclusive of regular check-ins, continuous feedback, and agile goal setting, they are best positioned to support employees in the ways that matter most to them. Join this session by the COO of betterworks, Andrea Lagan and learn more about how you can enable great performance."

"In the new world of work, the performance management process will need to adapt in order to keep up with the changing workforce needs around the globe. The performance management process will need to become more flexible, the project-focused, and “always on” to respond to the more agile nature of employees’ work. It is also critical to ensure that increased fluidity does not lead to greater fragmentation than before: connectivity and collaboration are key to keeping and evolving the engagement level and the performance of the workforce. Organizations will need to understand what jobs and what talent is truly remote-able and be transparent what are the roles which are NOT. People with different psychological ‘personas” will have widely varying preferences and abilities to work from anywhere. Some roles will need to be broken apart and remade as a set of tasks and competencies that can be performed virtually. Organizations will need to get creative about how work gets done and manage the complexity that will come with more flexibility. Few common trends in performance management processes to be discussed: • Impact of hybrid work – post pandemic this is the new reality and we need to keep learning how to manage people & teams in this new environment • Employees are involved in their own goal setting & yearly development plan creation – also they should be able to give feedback to their managers • More continuous feedback and check-ins / instead of, or in addition to, annual reviews • Using performance data gathered in real time / data driven & supported decisions "

"The covid pandemic has opened the door for many new opportunities and challenges in regards to performance enablement. Being accountable for team goals, achieving work across departments, domains, and areas of expertise have increased. In addition, work-at-home arrangements have democratized Performance as employees interact with peers and colleagues across the organization, giving them access and voice that may differ from in-office experiences."

"The role of the Line Manager is critical in driving a better employee experience and engagement as an outcome of experience. With Line Managers having so much on their plate, how can we equip them with knowledge and tools throughout their people manager journey, to ensure they provide exceptional employee experience to their teams? • Line Managers Role in the Culture of Employee Listening & Action • Developing the Line Manager Playbook • Line Manager Playbook Walkthrough "

"Focus your company’s EX strategy by creating a bold mission. Understand how a goal setting framework can help bridge the gap between strategy and execution. Gain actionable insights on: - How the Objectives & Key Results (OKR) framework can help connect strategy to execution - What the steps are in moving towards a more purpose-built culture aligned around top company objectives - How to create a bold EX strategy to support organization execution "