Protective Life is a mid-market company trying to innovate and grow rapidly in a slow-growth industry. To do this, the company’s leaders recognized they needed to redesign performance management to focus less on appraisals and much more on improving performance and unleashing the power of people to innovate. Specifically, they are creating a system designed to foster continuous conversations that are built into employees’ workflow, provide managers with the information they need at the moment they need it, and enable employees’ networks to provide feedback and recognition.
You will learn:
- How Protective Life identified its new performance management strategy
- Details on how performance feedback and coaching are being built directly into managers’ and direct reports’ workflow
- The role of supporting resources (e.g., training, hand-outs, technology)
- Lessons learned and plans moving forward
About our speaker, VP of Talent Acquisition & Development at Protective Life Insurance:
Stephen Owens leads the talent acquisition, learning & development, and leadership development functions at Protective Life Insurance. His teams are responsible for finding, building, and deploying the right talent to deliver on the business objectives.
He has worked with leaders at all levels in the private and public sectors, and began his career in sales for a manufacturing company based in the Mid-West. He has undergraduate degrees in Criminal Justice and Business Management from the University of Alabama as well as an MBA from Samford University. He’s spent the last 2 years working to drive a more agile culture to improve performance.
Right now, he’s learning about customer journeys and design, strategic roadmaps, and coach-pitch little league.