Expert insights. Personalized for you.
Traditional performance reviews are an interesting paradox. In most cases, employee performance is appraised broadly. Managers form a general impression of work over the course of an entire year (with some amount of bias toward what has occurred most recently). MORE
To be clear, the importance of adequate compensation has not gone away. Still, employees now come to work with a more diverse set of expectations and motivations, where pay may not be the highest priority. The third is the continuing evolution of performance. MORE
Last week I had the pleasure of presenting a workshop based on metrics, evidence-based HR, and change management. HR is often using anecdotal information (if any at all), conjecture, and pure hope to make decisions, but we can do better. MORE
As I enter my 10th year in the Human Capital Management space, I figured it would be beneficial to my readers to reflect on how our industry has (and has not) evolved over the last decade's time. * Case Study #1: A Story of Manipulation Employee A (Let's call him Carl) had worked for Company X (let's call it Pied Piper ) for a calendar year. After 3 failed endeavors at Bay Area start ups, Carl was looking for something more stable. Managers who average a "5" receive a bonus. MORE
This sentiment isn’t lost on performance management programs , where only 8% of companies think their appraisal process provides value to the organization and/or employee. . & employees. PERFORMANCE MANAGEMENT PAST. Performance Management MORE
Experts believe that praise and recognition have always been crucial in improving employee productivity, engagement and retention. Managers, HR and the leadership need to understand its significance and the positive impact it has on business growth. What experts say on employee recognition. Recently, Gallup surveyed 4+ million employees across multiple countries to know their views on employee reward and recognition. MORE
I’ve written previously about the transformation of performance reviews, specifically how we can effectively distinguish developmental conversations from pay discussions. Employees and employers alike now expect to be more actively involved and invested within the workplace. MORE
While I enjoy blogging here on the Compensation Café , my primary (selfish) benefit of doing so is the tremendous amount I learn every day from my fellow bloggers and readers who regularly share deeply insightful and thoughtful learnings, lessons and applications in the broad field of compensation. MORE
People work in a more agile fashion (though not necessarily in the agile methodology), they lend a hand to other projects and teams, and their managers are less involved in their day-to- day activities. The traditional performance process is based on individual achievements. MORE
Considering this, businesses should be concerned that only 13 percent of the global workforce are engaged employees. It’s not simply a matter of sending out thank-you cards; organizations need to ensure that their employee recognition program is planned and executed to deliver certain results. MORE
The power of a modern performance management system comes from aligning technology, human resources and the company’s top C-suite executives in efforts to ensure that the system works as intended. Managers and staff in today’s corporate environments often dread annual performance reviews that can be subjective, demeaning, disregarded and excessively time-consuming. Any performance management system needs support throughout your organisation if you hope to succeed. MORE
Slightly more than half of the respondents worry about retaining key talent, with the next most common concern being developing leaders and succession planning, followed by improving the employee experience, and driving innovation and helping teams work together. Manage to people’s strengths. MORE
Today, HR departments are not only responsible for recruiting new talent and onboarding employees, but also establishing a positive workplace culture and environment. When trying to meet the needs of the business and its employees, important details can often be overlooked. MORE
Work is happening in real-time and employees now expect real-time feedback to achieve their objectives and to improve their performance. Everyone seems to agree that traditional performance reviews are broken but how do you create a more continuous performance management process in your organization? Below is a list of the functions of the performance review and how you can make them more continuous. MORE
If you’re a small or midsize business (SMB) that does annual performance reviews, I have some terrible news. Annual performance reviews are dead. A staple of performance management since the 1950s, gone forever. Jump to: What should stay: Performance ratings. MORE
earlier this week, an article on why employees hate the performance review caught my eye. I actually wrote about this very topic in a Cafe post from last July that covered more of the performance or development side. How can pay discussions be linked to performance? MORE
The future of employee recognition programs was on display at this year’s WorldatWork Total Rewards Conference held in Dallas. Employee Recognition Programs Will Help Performance Management. MORE
Recently, however, it’s become increasingly apparent that money alone does not have the power to engage and retain today’s employees, who seek more ways to feel recognized for their work. Employees Want To Feel Valued. Embedding Recognition Into Your Culture. MORE
— There are many drivers of employee engagement, but feedback, recognition and “thanks” lead the charge. In my last two posts on Compensation Cafe, I shared important research from IBM Smarter Workforce (more on that later this week) and from Bersin by Deloitte. MORE
During the last couple of years, I’ve had the opportunity to host executive forums with CHROs, EVPs, and other senior leaders looking to evolve (and sometimes revolutionize) the foundations of HR – compensation structures, performance processes, and more. MORE
Far less often do we consider the impact from the other end of the spectrum – employees who are disinterested and unmotivated, yet continue to show up to work. . A recent report in the Wall Street Journal highlights a study by Aon Hewitt that looked at this group of employees. MORE
ClearCompany has processed millions of applicants, created thousands of hiring programs and taken hundreds of talent acquisition teams to the next level with their industry leading ATS, Sourcing Module, Onboarding Platform and Video Interviewing capabilities. Continuous Performance Tracking. MORE
Employee recognition programs should be positioned to support Diversity and Inclusion and assessed to ensure they are not a hindrance. Positioning Recognition to Support Diversity and Inclusion. Recognition can serve both as a feedback mechanism as well as a feedforward device. MORE
Would your first inclination be to think of the large aims that you set out for yourself in your last review meeting with your manager? This is one of the big reasons I find the transformation of performance management so exciting. Follow Derek on Twitter at @DerekIrvine. MORE
Performance management is in the growth and success of fast growing companies. Contemporary performance management is so much more than performance reviews. Performance management is all about making sure your employees are happy, engaged and working towards your collective company goals. Here are 5 reasons why performance management needs to be at the top of your priorities list. of each employee. MORE
Check out what questions do employees ask themselves when evaluating their experience with their current employer. In other words, this HR professional develop s and manage s an HR agenda to support the company’s business objectives. . Project Management . MORE
What do your employees say about their experience with your company? Furthermore, 59 percent of these respondents reported that they are not fully ready to address the challenge of creating a great employee experience. Offer Frequent Recognition. MORE
Instead, many are contemplating radical transformations of what HR can be and how we can better provide an employee experience. They are fundamentally breaking down and rebuilding services across learning, talent acquisition, and performance. Follow Derek on Twitter at @DerekIrvine. MORE
How do you look at The Employee Lifecycle ? We are talking about hiring, development, employee satisfaction and retention. Colleen is currently Chief People Officer at Vevo , the world’s leading all-premium music video and entertainment platform. MORE
Not surprisingly, there was a lot of focus on the human and employee experience at the WorkHuman conference. A number of presenters shared projects that had impact on employee experience within their organizations. That said, talk of recognition didn’t exist in a vacuum. MORE
Considering this, businesses should be concerned that only 49 percent of North American employees are happy at work. Here are some tips: Start at the beginning. It’s important to take the same approach with creating a meaningful employee recognition strategy. MORE
Compensation Cafe has covered Wells Fargo's pay practices since 2009, when the Bank canceled prefunded employee recognition and rewards events in the midst of the Recession, blaming it on federal government restrictions on bank practices following the subprime mortgage crisis. MORE
In my last post , I tackled the topic of decoupling the traditional formal performance review from compensation, asking why we hold onto old systems we are fairly confident do not work. We need to serve our employees and our managers better. MORE
Editor's Note: A good time for Derek Irvine's Classic post on the value and challenge of the disruptive employee. . In it, Mike ponders the value of a disruptive employee – the employee who “thinks different,” who pushes the boundaries, who steps outside of the culture. MORE
Editor's Note: A reminder, in this Classic post by Derek Irvine, not to overlook those employees whose gift is to draw the best from their teammates rather than putting all the points on the board themselves. When you hear "employee recognition and reward," what do you think of? MORE
Employee recognition is critical to keeping the right people on board, achieving business outcomes, and driving employee engagement. The Manager’s Role in Employee Recognition. A large part of employee recognition falls on managers. MORE
ATS Compensation Employee Recognition Performance Management ClearCompany HRM
AUGUST 14, 2018
ClearCompany has processed millions of applicants, created thousands of hiring programs and taken hundreds of talent acquisition teams to the next level with their industry leading ATS, Sourcing Module, Onboarding Platform and Video Interviewing capabilities. Continuous Performance Tracking.
Kazoo
JUNE 12, 2018
The future of employee recognition programs was on display at this year’s WorldatWork Total Rewards Conference held in Dallas. Employee Recognition Programs Will Help Performance Management.
This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.
Achievers
SEPTEMBER 17, 2015
Considering this, businesses should be concerned that only 49 percent of North American employees are happy at work. Here are some tips: Start at the beginning. It’s important to take the same approach with creating a meaningful employee recognition strategy.
HRsoft
AUGUST 1, 2016
Employee recognition is critical to keeping the right people on board, achieving business outcomes, and driving employee engagement. The Manager’s Role in Employee Recognition. A large part of employee recognition falls on managers.
Achievers
JULY 15, 2015
Considering this, businesses should be concerned that only 13 percent of the global workforce are engaged employees. It’s not simply a matter of sending out thank-you cards; organizations need to ensure that their employee recognition program is planned and executed to deliver certain results.
HRExecutive
FEBRUARY 17, 2020
Slightly more than half of the respondents worry about retaining key talent, with the next most common concern being developing leaders and succession planning, followed by improving the employee experience, and driving innovation and helping teams work together. Manage to people’s strengths.
|
EmployeeConnect
JANUARY 26, 2017
The power of a modern performance management system comes from aligning technology, human resources and the company’s top C-suite executives in efforts to ensure that the system works as intended. Managers and staff in today’s corporate environments often dread annual performance reviews that can be subjective, demeaning, disregarded and excessively time-consuming. Any performance management system needs support throughout your organisation if you hope to succeed.
Reviewsnap
FEBRUARY 3, 2017
This sentiment isn’t lost on performance management programs , where only 8% of companies think their appraisal process provides value to the organization and/or employee. . & employees. PERFORMANCE MANAGEMENT PAST. Performance Management
Compensation Cafe
APRIL 20, 2017
Would your first inclination be to think of the large aims that you set out for yourself in your last review meeting with your manager? This is one of the big reasons I find the transformation of performance management so exciting. Follow Derek on Twitter at @DerekIrvine.
7geese
OCTOBER 22, 2014
Work is happening in real-time and employees now expect real-time feedback to achieve their objectives and to improve their performance. Everyone seems to agree that traditional performance reviews are broken but how do you create a more continuous performance management process in your organization? Below is a list of the functions of the performance review and how you can make them more continuous.
Compensation Cafe
FEBRUARY 6, 2017
Compensation Cafe has covered Wells Fargo's pay practices since 2009, when the Bank canceled prefunded employee recognition and rewards events in the midst of the Recession, blaming it on federal government restrictions on bank practices following the subprime mortgage crisis.
|
|
Compensation Cafe
JULY 29, 2015
While I enjoy blogging here on the Compensation Café , my primary (selfish) benefit of doing so is the tremendous amount I learn every day from my fellow bloggers and readers who regularly share deeply insightful and thoughtful learnings, lessons and applications in the broad field of compensation.
HRExecutive
JANUARY 29, 2020
People work in a more agile fashion (though not necessarily in the agile methodology), they lend a hand to other projects and teams, and their managers are less involved in their day-to- day activities. The traditional performance process is based on individual achievements.
Achievers
JANUARY 16, 2018
Today, HR departments are not only responsible for recruiting new talent and onboarding employees, but also establishing a positive workplace culture and environment. When trying to meet the needs of the business and its employees, important details can often be overlooked.
15Five
JANUARY 4, 2018
How do you look at The Employee Lifecycle ? We are talking about hiring, development, employee satisfaction and retention. Colleen is currently Chief People Officer at Vevo , the world’s leading all-premium music video and entertainment platform.
Impraise
AUGUST 8, 2017
Performance management is in the growth and success of fast growing companies. Contemporary performance management is so much more than performance reviews. Performance management is all about making sure your employees are happy, engaged and working towards your collective company goals. Here are 5 reasons why performance management needs to be at the top of your priorities list. of each employee.
Compensation Cafe
AUGUST 11, 2015
In my last post , I tackled the topic of decoupling the traditional formal performance review from compensation, asking why we hold onto old systems we are fairly confident do not work. We need to serve our employees and our managers better.
Semos Cloud
APRIL 17, 2020
Check out what questions do employees ask themselves when evaluating their experience with their current employer. In other words, this HR professional develop s and manage s an HR agenda to support the company’s business objectives. . Project Management .
RecognizeThis!
AUGUST 31, 2015
— There are many drivers of employee engagement, but feedback, recognition and “thanks” lead the charge. In my last two posts on Compensation Cafe, I shared important research from IBM Smarter Workforce (more on that later this week) and from Bersin by Deloitte.
Compensation Cafe
OCTOBER 9, 2019
Editor's Note: A good time for Derek Irvine's Classic post on the value and challenge of the disruptive employee. . In it, Mike ponders the value of a disruptive employee – the employee who “thinks different,” who pushes the boundaries, who steps outside of the culture.
Achievers
JANUARY 2, 2019
What do your employees say about their experience with your company? Furthermore, 59 percent of these respondents reported that they are not fully ready to address the challenge of creating a great employee experience. Offer Frequent Recognition.
Compensation Cafe
APRIL 6, 2016
earlier this week, an article on why employees hate the performance review caught my eye. I actually wrote about this very topic in a Cafe post from last July that covered more of the performance or development side. How can pay discussions be linked to performance?
Compensation Cafe
OCTOBER 10, 2017
During the last couple of years, I’ve had the opportunity to host executive forums with CHROs, EVPs, and other senior leaders looking to evolve (and sometimes revolutionize) the foundations of HR – compensation structures, performance processes, and more.
Empxtrack
JULY 10, 2017
Experts believe that praise and recognition have always been crucial in improving employee productivity, engagement and retention. Managers, HR and the leadership need to understand its significance and the positive impact it has on business growth. What experts say on employee recognition. Recently, Gallup surveyed 4+ million employees across multiple countries to know their views on employee reward and recognition.
Dave's Weekly Thought
SEPTEMBER 23, 2016
As I enter my 10th year in the Human Capital Management space, I figured it would be beneficial to my readers to reflect on how our industry has (and has not) evolved over the last decade's time. * Case Study #1: A Story of Manipulation Employee A (Let's call him Carl) had worked for Company X (let's call it Pied Piper ) for a calendar year. After 3 failed endeavors at Bay Area start ups, Carl was looking for something more stable. Managers who average a "5" receive a bonus.
Compensation Cafe
NOVEMBER 10, 2016
Far less often do we consider the impact from the other end of the spectrum – employees who are disinterested and unmotivated, yet continue to show up to work. . A recent report in the Wall Street Journal highlights a study by Aon Hewitt that looked at this group of employees.
Compensation Today
JUNE 5, 2017
Not surprisingly, there was a lot of focus on the human and employee experience at the WorkHuman conference. A number of presenters shared projects that had impact on employee experience within their organizations. That said, talk of recognition didn’t exist in a vacuum.
Compensation Cafe
SEPTEMBER 20, 2016
I’ve written previously about the transformation of performance reviews, specifically how we can effectively distinguish developmental conversations from pay discussions. Employees and employers alike now expect to be more actively involved and invested within the workplace.
Compensation Cafe
OCTOBER 10, 2016
Instead, many are contemplating radical transformations of what HR can be and how we can better provide an employee experience. They are fundamentally breaking down and rebuilding services across learning, talent acquisition, and performance. Follow Derek on Twitter at @DerekIrvine.
Capterra
OCTOBER 10, 2018
If you’re a small or midsize business (SMB) that does annual performance reviews, I have some terrible news. Annual performance reviews are dead. A staple of performance management since the 1950s, gone forever. Jump to: What should stay: Performance ratings.
Compensation Cafe
DECEMBER 5, 2016
To be clear, the importance of adequate compensation has not gone away. Still, employees now come to work with a more diverse set of expectations and motivations, where pay may not be the highest priority. The third is the continuing evolution of performance.
Maritz Motivation
JUNE 17, 2016
Employee recognition programs should be positioned to support Diversity and Inclusion and assessed to ensure they are not a hindrance. Positioning Recognition to Support Diversity and Inclusion. Recognition can serve both as a feedback mechanism as well as a feedforward device.
Compensation Cafe
DECEMBER 16, 2016
Editor's Note: A reminder, in this Classic post by Derek Irvine, not to overlook those employees whose gift is to draw the best from their teammates rather than putting all the points on the board themselves. When you hear "employee recognition and reward," what do you think of?
Compensation Cafe
APRIL 13, 2017
Traditional performance reviews are an interesting paradox. In most cases, employee performance is appraised broadly. Managers form a general impression of work over the course of an entire year (with some amount of bias toward what has occurred most recently).
UpstartHR
MARCH 13, 2017
Last week I had the pleasure of presenting a workshop based on metrics, evidence-based HR, and change management. HR is often using anecdotal information (if any at all), conjecture, and pure hope to make decisions, but we can do better.
52 
Let's personalize your content