Performance & progression, with AI in your crew
A small online roundtable for HR and People leaders in medium-sized businesses. Most HR teams we talk to know AI belongs somewhere in their performance process and cannot yet say where. Learn how to design processes where AI can help your people to have more effective and meaningful discussions about performance and progression.
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Wednesday 25 November, 11:00am AEDT
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Everyone deserves a manager who turns up prepared
A year of someone's work is spread across projects, check-ins, Slack and half a dozen other places, and pulling it together properly takes hours per person. So it often does not happen, and how good a performance conversation is comes down to which manager someone happened to get.
AI can take a lot of that effort out of your process. The real work is in the design: which steps it should help with, what it is allowed to draw on, and how you make sure what it produces reflects your culture and values rather than a generic idea of good.
Executives have someone who reads the year and hands them a brief before they walk into a board meeting. Your managers can have the same thing. This hour is about how to design it well.
Where performance processes are going wrong
People are already using AI you did not approve.
Managers are pasting a year of feedback into whatever tool they like, and the quality and consistency of what comes out is now outside your process.
Your people do not think it is fair.
A promotion or pay round is coming, and the last one produced a complaint, a resignation you did not see coming, or two teams visibly applying different bars.
Managers say it takes too long.
Setting good goals is the hardest part, writing feedback well is the second, and both get skipped when the cycle is already a burden.
There is no obvious place to start.
Your exec team is asking what your AI plan is, performance is sensitive enough that getting it wrong is costly, and the advice out there is either a sales pitch or a warning.
Four decisions we will work through together
Where does AI actually belong in your process?
Not "should we use AI", but which step of which workflow gets help, and what the person on the receiving end gets. We will show you what a performance workflow looks like, because that is the thing the decision hangs off.
What should it be allowed to read, and how far back?
Which workflows, which questions inside them, which profile fields, and whether the window is ninety days or a full year. The answer is different for onboarding than for an annual review.
How do you keep it aligned to your culture and values?
Your own words for what good looks like, the frameworks you already use, and the hard rules about what it must never invent, never treat as feedback and never comment on. Plus who reviews the output before a person ever sees it.
How do you get managers and your people on board?
What makes people trust an AI-assisted process instead of working around it, what co-designing it with managers actually involves, and what it costs you when everyone solves it themselves instead.
You will get something out of this if you are designing performance in your organisation
- You own or are redesigning your performance process
- You are in an organisation of roughly 100 to 1,000 people
- You aren't sure where to start with embedding AI in performance processes but are curious about how it could help
- You would rather work out the guardrails now than retrofit them later
You do not need to be using AI already. Some people in the room will be well into it and some will be at the very start, and both are useful.
Your hosts
Mark works with HR teams on process design, and on building a performance experience that fits the organisation rather than the software they bought.
Meg works with HR and leadership teams to define what performance looks like in their organisation and design the conditions for their people to do their best work.
Builder, Briefer, Drafter and Editor will be in the room with us. You will see what each one does, what it draws on, and who stays in control.
How the hour runs
Mostly discussion. Cameras on if you can, and come with one thing that isn't working.
- 0:00WelcomeIntroductions and some housekeeping.
- 0:05Challenges in performanceAudience engagement about where AI sits in your performance process right now.
- 0:10The four decisionsThe four we think you have to answer to build an AI-enabled approach, with examples for each of what we've seen work well.
- 0:30Discussion and Q&ABack to the group, with whatever questions you have.
- 0:50One thing to try, and closeEveryone leaves with a next step, and we'll send the recording the next day.
Wednesday 25 November
11:00am AEDT · Online · Free
Frequently asked questions
Is this a sales pitch?
No. It is a discussion between peers. Crewmojo hosts, and we will briefly show you inside the product because the design decisions are hard to talk about in the abstract.
Will it be recorded?
Yes. We record the roundtable discussion so anyone who can't make it live can catch up. If you don't feel comfortable being recorded you can keep your camera off.
What if I can't make it?
Register anyway. We'll send you the recording and a short summary afterwards.
Do I need to be using AI already?
No. Some people will be well into it, some just being asked about it. Both perspectives are valuable.
Can I bring a colleague?
Yes. Ask them to register separately so they get their own link.
What platform is it on?
Zoom. The link is in your confirmation email and calendar invite.