Traditional performance management, with goal-setting in January and an evaluation at the end of the year, does not meet the needs of the modern workforce. When Birmingham, Ala.-based Protective Life decided it was time for a change, HR leaders turned to design thinking to determine the new program.
Join Stephen Owens, Vice President of Talent Acquisition & Leadership Development at Protective, to see how the insurance company redesigned performance management.
- Key inputs into the design Protective studied and what was learned
- How the performance management process had to function in an ecosystem
- Protective’s change management approach
- Key results from the new program
About our guest speaker, Stephen Owens
Stephen Owens is the Vice President of Talent Acquisition & Leadership Development for Protective, and has been with Protective for 4 years. In his current role, he is responsible for enterprise wide learning including leadership development, talent assessments, and all aspects of performance management. His team’s mission is to grow the people that grow the business.
Prior to Protective, he spent time working in Leadership Development in local government after receiving an MBA in human resources and organizational leadership. He spent the first 9 years of his career in sales and account management for a Midwestern manufacturing company in the building materials industry.