{"id":107199,"date":"2024-08-01T09:33:55","date_gmt":"2024-08-01T16:33:55","guid":{"rendered":"https:\/\/www.betterworks.com\/?page_id=107199"},"modified":"2024-10-03T11:30:50","modified_gmt":"2024-10-03T18:30:50","slug":"radical-respect-webinar","status":"publish","type":"page","link":"https:\/\/www.betterworks.com\/radical-respect-webinar\/","title":{"rendered":"Radical Respect: Building Better Team Dynamics and Trust"},"content":{"rendered":"

[et_pb_section fb_built=”1″ _builder_version=”4.21.0″ _module_preset=”default” background_color=”RGBA(255,255,255,0)” use_background_color_gradient=”on” background_color_gradient_stops=”#333333 0%|#333333 81%” background_color_gradient_start=”#333333″ background_color_gradient_end=”#333333″ background_color_gradient_end_position=”81%” background_enable_image=”off” module_alignment=”left” custom_margin=”0px||||false|false” custom_padding=”15px||30px||false|false” da_disable_devices=”off|off|off” global_colors_info=”{}” da_is_popup=”off” da_exit_intent=”off” da_has_close=”on” da_alt_close=”off” da_dark_close=”off” da_not_modal=”on” da_is_singular=”off” da_with_loader=”off” da_has_shadow=”on”][et_pb_row column_structure=”1_2,1_2″ custom_padding_last_edited=”on|phone” _builder_version=”4.16″ _module_preset=”default” custom_margin=”||15px||false|false” custom_padding=”|||100px|false|false” custom_padding_tablet=”|50px||50px|false|true” custom_padding_phone=”|5px||5px|false|true” global_colors_info=”{}”][et_pb_column type=”1_2″ _builder_version=”4.16″ _module_preset=”default” global_colors_info=”{}”][et_pb_text content_tablet=”<\/p>\n

What Employees Want From Performance Management Technology<\/h1>\n

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What Employees Want From Performance Management Technology<\/h1>\n

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Radical Respect: Building Better Team Dynamics and Trust<\/h1>\n

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Having the wrong technology hurts companies more than having no technology at all when it comes to engagement, strategic alignment, productivity, and working on the right tasks.
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Having the wrong technology hurts companies more than having no technology at all when it comes to engagement, strategic alignment, productivity, and working on the right tasks. <\/span><\/h3>\n

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Featuring Kim Scott<\/strong><\/p>\n

Watch on-demand<\/p>\n

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How can companies create a better employee experience, retain talent, and deliver the outcomes they need to thrive?<\/strong><\/p>\n

We surveyed 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.<\/p>\n

Key findings include:<\/p>\n

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  • Companies can do more to control voluntary churn<\/li>\n
  • Counteroffers can be used more effectively to retain top talent<\/li>\n
  • Employees feel trapped by rigid, out-of-date goals<\/li>\n
  • To be effective, feedback and check-ins must include a connection to both goals and employee growth plans<\/li>\n
  • Dedicated software tools are more effective \u2014 but having underperforming tools can be worse than having no tools at all<\/li>\n<\/ul>\n

    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. Download the report to learn more about how you can enable great performance.<\/p>\n

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      How can companies create a better employee experience, retain talent, and deliver the outcomes they need to thrive?<\/strong><\/h3>\n<\/p>\n

      We surveyed 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.<\/p>\n

      Key findings include:<\/p>\n

        \n
      • Companies can do more to control voluntary churn<\/li>\n
      • Counteroffers can be used more effectively to retain top talent<\/li>\n
      • Employees feel trapped by rigid, out-of-date goals<\/li>\n
      • To be effective, feedback and check-ins must include a connection to both goals and employee growth plans<\/li>\n
      • Dedicated software tools are more effective \u2014 but having underperforming tools can be worse than having no tools at all<\/li>\n<\/ul>\n

        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. Download the report to learn more about how you can enable great performance.<\/p>\n

          <\/ul>\n

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          Effective feedback and open communication are essential for building high-performing teams.<\/span><\/p>\n

          However, giving and receiving candid feedback can be challenging, and when leaders get it wrong, it \u200c <\/span>can significantly harm an organization’s morale, engagement, and productivity.<\/span><\/p>\n

          Don\u2019t miss this exclusive opportunity to join Kim Scott, the New York Times bestselling author of “Radical Candor” and \u201cRadical Respect,\u201d for a thought-provoking and timely People Fundamentals webinar. In this session, she will provide actionable strategies to transform your feedback culture, ensuring it builds trust, drives performance, and fosters a more inclusive and psychologically safe environment.<\/span><\/p>\n

          Key Takeaways<\/b><\/p>\n

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          • Learn the principles of Radical Candor and Radical Respect and how they can build trust, drive performance, and create a more human workplace.\u00a0<\/span><\/li>\n
          • Discover how to navigate difficult conversations with compassion and authenticity while maintaining a respectful and productive dialogue.<\/span><\/li>\n
          • Adopt practical strategies to create a workplace where diverse perspectives are valued and everyone feels empowered to contribute.<\/span><\/li>\n
          • Learn how HR can serve as an upstander rather than a silent bystander in the face of bias, prejudice, and bullying. <\/span><\/li>\n
          • Explore real-world case studies that illustrate the transformative power of Radical Respect in fostering a more engaged, innovative, and high-performing team.<\/li>\n<\/ul>\n
              <\/ul>\n

              Kim Scott<\/b> is the author of Radical Respect <\/i>and Radical Candor.<\/i> Kim was a CEO coach at Dropbox, Qualtrics, Twitter, and other tech companies. She was a member of the faculty at Apple University and before that led AdSense, YouTube, and DoubleClick teams at Google. Kim learned the most valuable but painful management lessons as co-founder and CEO of two failed start-ups. She shares what she\u2019s learned from failures and successes alike at the executive education company she co-founded and on the management podcast she co-hosts.<\/span><\/p>\n

              \u00a0<\/span><\/span><\/p>\n

               <\/p>\n

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              Download the eBook<\/h3>\n

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              Download the eBook<\/strong><\/p>\n

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              Register Now<\/h3>\n

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