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Engagedly Webinars

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  • Performance Management Technology is Only as Good as Your Culture
    Performance Management Technology is Only as Good as Your Culture Charlie Judy, CEO - WorkXO, creator of the Workplace Genome Recorded: Feb 9 2018 31 mins
    Workplace culture expert and enthusiast, Charlie Judy, creator of Workplace Genome, will give us some insights on how to envelop our performance management tools with a culture that drives real, tangible, and meaningful results.

    Performance management tools and technologies are important. They heighten visibility to the value of providing regular and meaningful feedback, they instill accountability, and they keep us on track. And, most importantly, they demonstrate our commitment to developing our people. But if our culture - the words, actions, and behaviors our employees experiences every day - doesn't reinforce and clarify that commitment, then all bets are off. We cannot and will not get the most of these tools and technologies unless everything about our culture sings "performance management."


    Charlie Judy built a successful career as an HR executive over 25 years with some of the world’s most prominent professional services firms like Deloitte, Navigant, and Baker Tilly. He has traversed the global economy while working and living in New Orleans, St. Louis, New York, Brussels, Belgium, Hyderabad, India, and Chicago. He’s a regular speaker, prolific writer, and well known future-of-work pundit who has resolved to re-humanize the workplace while disrupting the traditional paradigms of management to which we’ve fallen prey. Charlie is the Founder and CEO of WorkXO. Forward thinking leaders in growth-oriented organizations use the Workplace Genome®, their cloud-based culture management platform, to measure and analyze their organization's culture, to uncover the distinct priorities for heightening their success, and to guide their teams to meaningful action on them. Charlie is a graduate of Tulane University, a CPA, an SPHR, and a SHRM-SCP.
  • Performance Management: What is Working -  “A Fireside Chat”
    Performance Management: What is Working - “A Fireside Chat” Sri Chellappa, President and Aaron Adams, HR Strategy @ Engagedly Recorded: Dec 20 2017 34 mins
    Few areas of HR have seen the rapid change in approach and innovation like the Talent Management has see in the last couple of years. Organizations like Microsoft and GE that prided on stack ranking are doing away ratings and traditional reviews. Many organizations have decoupled performance reviews from compensation.

    So where is this leading to and what is working? Join our Engagedly team to discuss what we are seeing based on hundreds of discussions with leading HR practitioner.
  • Unchecking the Box: Performance Management Reloaded
    Unchecking the Box: Performance Management Reloaded Natasha Bowman, JD, SPHR President and Founder Performance ReNEW Recorded: Sep 29 2017 34 mins
    Managers and employees agree that most performance management processes have become check-the-box exercises. Although both groups typically understand the value in having performance discussions on a regular basis, many people perceive the actual process to be ineffective. As a result, organizations are seeking innovative ways to improve performance management.

    Develop better managers, leaders, and team members
    Maximize the success of your organization by optimizing employee potential
    Developing lasting impact on your employees and your organization


    How to make the business case for change through data
    How to involve employees in the goal-setting process to drive accountability
    How to transform your competency-based evaluation tools to performance- based
    How to eliminate scoring and ratings to differentiate and compensate talent
    How to determine the right frequency for performance conversations in your organization
    How to develop innovative compensation models absent ratings
  • What Motivates Employees? Extrinsic vs. Intrinsic Motivators
    What Motivates Employees? Extrinsic vs. Intrinsic Motivators Aaron Adams, HR Strategy and Alignment Recorded: Aug 30 2017 32 mins
    Motivating employees is an art and a science. Is it the Extrinsic motivators or is it Intrinsic or is a combination of both?
    Aaron Adams, Head of HR Strategy & Alignment discusses what the research shows on what motivates employees to inspire them to realize their full potential.
  • 360 Review-Best Practices and Approaches
    360 Review-Best Practices and Approaches Aaron Adams, HR Strategy and Alignment Recorded: Jul 20 2017 31 mins
    360 Reviews/feedback can be an effective employee development and review tool. However too many organizations use it without defining the true purpose and the outcomes they want.

    Aaron Adams, Head of HR Strategy & Alignment discusses how there are different approaches to 360 . Depending on the what the organization’s goals are, one needs to carefully craft the approach.
  • Rethinking Performance Management with Ongoing Check ins
    Rethinking Performance Management with Ongoing Check ins Aaron Adams, Partner- HR Strategy and Alignment, Engagedly Recorded: Jun 15 2017 31 mins
    Traditional approaches to performance management with annual reviews are not only ineffective but counter productive. It leads to demotivation and unnecessary workplace stress. We will delve into what research has shown us on the annual review process and how visionary employee focussed organizations are moving to an ongoing check in based performance management
  • Aligning Goals to Drive Organizational Performance
    Aligning Goals to Drive Organizational Performance Sri Chellappa, Co-Founder Engagedly Recorded: May 26 2017 26 mins
    Organizations perform best when the employees are aligned with the organizational objectives. Effective alignment helps employees engage and create focus, giving them a clear view into how their personal contributions and successes help realize organizational objectives.
  • Performance Appraisal is NOT Performance Management
    Performance Appraisal is NOT Performance Management Aaron Adams, Partner- HR Alignment and Strategy @ Engagedly Recorded: Mar 30 2017 30 mins
    Organizations mistake their annual performance appraisal as performance management. Focus needs to be on Managing and Improving performance not just evaluations.
    As organizations are actively looking for ways to redefine their performance management process it’s important to start with a simple question…what is performance management? This may sound like a very simple question, but people consistently confuse performance management with performance appraisal. In this webinar we’ll take about the difference between performance management and performance appraisal. Additionally, we’ll talk about key things to consider when developing a meaningful performance management process for your organization.
  • Engagement and Performance Management of Caregivers in Assisted Living- What Wor
    Engagement and Performance Management of Caregivers in Assisted Living- What Wor Malou Van Eijk, HR at Applewood Our House Recorded: Feb 23 2017 28 mins
    Healthcare workers in assisted living facilities and nursing homes are a valuable asset. With a growing aging population, it is more important than ever to actively engage and develop high performing healthcare workers and caregivers. Malou Van Eijk with Applewood Our House will talk about some of the innovative approaches she has taken to accomplish just that.
  • HR Performance Metrics & Earning that Seat at the Executive Table
    HR Performance Metrics & Earning that Seat at the Executive Table Anisa Aven, CEO of TurnKey Coaching & Development Solutions with Sri Chellappa, President of Engagedly Recorded: Jan 18 2017 30 mins
    What it really means to be a strategic HR leader.

    HR leaders who want a seat at the executive ​"​strategy planning​"​ table need to become Human Resources critical thinkers who align their people plans (HR strategy) with the strategic goals and profitability of the company. (Look at any HR discussion forum, and you’ll find some version of this question: How can HR get a “seat at the table” and become a strategic business partner?) But most HR leaders find themselves occupied in a problem-solving role as employee reactionaries; "we need a new hire"... "we need disciplinary help" "We have a problem employee"... "We need our managers to get training on the new compliance laws." Far too often, people-pleasing HR leaders fail to cultivate the mindset necessary for creating strategy that adds value to the overall organizational success. This not only stems from traditional HR expectations which focus on people, compliance, and problems but also from HR leaders not managing their own strategic value and ​intentionally ​building their department​ and initiatives ​​​​​on a profitability mindset.​ ​ Companies that want to ensure future success will look to HR to furnish better succession plans, more effective methods of retaining employees, programs to improve employee engagement, and refined performance management and training processes. (If they don’t find what they need from HR, they will reduce budgets, outsource, and shift responsibilities to other service departments.)​ HR departments won’t see improved budgets or more power and responsibilities until there’s a shift in HR mindset and a focus on HR Strategy that aligns with business needs. ​

    This relaxed chat addresses how HR leaders can earn that seat at the table by focusing on profitability, innovation, and the growth of the company.

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