From Insight to Action: Using Performance Management to Improve Job Quality

You’ve heard the call: employee ownership isn’t enough. While equity offers a strong foundation, today’s workforce expects more: purposeful, well-designed jobs that support growth, flexibility, wellbeing, and voice. Yet many EO companies are struggling to align their ownership culture goals with what people actually experience at work each day.

This hands-on workshop is for leaders ready to move from insight to execution. We’ll begin with a practical approach to uncovering the root causes behind disengagement, turnover, or hiring challenges—so you’re not guessing at solutions, but learning how to ask the right questions, spot deeper patterns, and focus your efforts on what’s truly driving employee experience.

Next, using a live job quality assessment and strategy matrix, you’ll evaluate your organization across seven essential dimensions of a “good job.” We will then explore how insights from this assessment can be translated into existing performance management and feedback systems, helping leaders move from abstract concepts to actionable signals of success. You’ll identify key strengths and gaps, prioritize focus areas, and draft 2–3 strategic initiatives to take back to your team.

Whether you’re responsible for people strategy, ownership culture, or organizational performance, this session will give you the structure and language to bring job quality into alignment with your EO values and embed those priorities into the day-to-day ways performance is discussed, evaluated, and improved.

Format: This is an interactive workshop that includes self-assessment, guided reflection, discussion, and hands-on strategy development using practical tools.

Ideal for: HR leaders, culture and engagement committees, internal communications leads, and EO executives involved in people strategy or planning.
Good jobs don’t happen by accident. They’re built with intention. This session will show you how to turn job quality into a competitive advantage, because high-performing, employee-owned companies don’t just share ownership—they design work that people want to stay for.


NCEO Peer Networking: HR Peer Networking