We have all been hearing about how the remote workforce is here to stay and it’s “time to adapt.” The question becomes, as HR professionals and business leaders, where should we be spending our time? We’ve heard that working remotely offers employees shorter commutes, better balance and flexibility and as a result, people are working more hours than pre-COVID. Are we really being more productive? The elephant in the room is the unknown element of true productivity and accountability.

How can leaders know that their teams are working on the right priorities that are aligned with company objectives? Is the work being done remotely completed according to the agreed upon timeline? Or… is there even an agreed upon timeline? How do employees stay aware of their company’s (ever-changing) priorities? And how can they adjust their individual workflow and priorities to support those initiatives? How often should managers communicate with their teams to ensure alignment and accountability, without feeling the need to micromanage?

Undoubtedly, all of these questions are top of mind for business leaders. But we have all been through such change in the past several months, addressing something as “tough” and “sensitive” as accountability is risky and could damage morale, right? Wrong!

Studies show that communication and continuous feedback is critical in “normal” times, much less in times of change. Simply put, people need feedback in order to feel confident, connected and adapt to changing priorities. When the dialogue happens during regular intervals, everyone is moving in the same direction, and striving toward a shared outcome.

As HR people, we are responsible for so many things… compensation, training and development, employee relations and performance management, just to name a few. What is really needed is a comprehensive tool that brings all of those priorities together into one simple and centralized way that results in a synergistic culture we all work so hard for.

During COVID, employee engagement numbers saw the steepest drop in decades. Even the past recessions, the attack on 9/11 and subsequent aftermath, and prior pandemics have not significantly dented employee engagement in the U.S. to this extent. As a result, our ability to connect with our employees is paramount. People need to be heard and connected, especially in this global remote work environment.

In this session we will discuss strategies to address all of this. We will share an HR designed, employee driven performance tool that allows you to truly affect change and approach this daunting challenge. The icing on the cake is the onus is on the employees – not you. The end result being a game-changing culture that allows everyone to execute on strategy.

Join our BPM team as they discuss considerations and information your organization needs to know to ensure an efficient employee management process.

Date: January 20, 2021
Time: 10:00 AM – 11:00 AM PT

What You Will Learn

  • A consolidated performance process that ensures alignment and accountability, even virtually
  • The benefits of an employee-driven performance process
  • Tips to keep teams connected to each other and your purpose, no matter where they are physically located
  • How a continuous feedback process benefits your company


Jill Pappenheimer

Jill Pappenheimer, MBA, SPHR
Partner, HR Consulting

Jill brings 30 years of experience supporting the people function for organizations ranging from large financial institutions to small entrepreneurial teams. In 2006, she began consulting with companies, and in 2012 she co-founded Options4Growth, a boutique-consulting firm bringing both outsourced Human Resources and Strategy Advising, combined with cloud based technology, to a broad range of clientele. 


Stacy Litteral

Stacy Litteral
Managing Director, Advisory

Stacy has over 20 years of Human Resources and people strategy experience. She has an extensive background in all areas of HR including compensation, benefits, employee relations and training, however her passion lies in the area of performance management and strategic alignment. Stacy believes no matter how large or small an organization is, people are the foundation of all success, and that it is necessary to connect individuals to organizational goals in order to meet and exceed objectives. She also believes alignment between employee’s personal values and goals with those of the organization – and effective dialogue around those shared goals – is a critical component.