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The Boston Globe Names Globoforce a Top Place to Work for 2018


19, 2018) – Globoforce ® , a leading provider of human applications, has been named one of the Top Places to Work in Massachusetts in the annual employee-based survey project from The Boston Globe. Globoforce was ranked 39 in the medium-sized company category for the fourth consecutive year and honored for the sixth time since 2012. Globoforce makes work more human. Globoforce is on an aggressive growth path and hiring across all functions. About Globoforce.

The Boston Globe Names Globoforce a Top Place to Work for 2018


19, 2018) – Globoforce ® , a leading provider of human applications, has been named one of the Top Places to Work in Massachusetts in the annual employee-based survey project from The Boston Globe. Globoforce was ranked 39 in the medium-sized company category for the fourth consecutive year and honored for the sixth time since 2012. Globoforce makes work more human. Globoforce is on an aggressive growth path and hiring across all functions. About Globoforce.


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[Webinar] 3 Ways Performance Management Will Change in 2016


Every week, it seems, we read news about more companies “blowing up” performance management. On the blog, I’ve recently written about the death of the annual review , the growing emphasis on coaching and feedback , and performance management’s fatal flaws. It’s also a trend that came to the forefront at WorldatWork’s Total Rewards conference last week, which I covered in my wrap up post about the event. R.I.P. Annual Performance Review.

Can Performance Management Make you a Better Human?

Compensation Cafe

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? The dynamic has led to the recent popularity of “productivity hacks” or “life hacks,” but has its origins in the earliest days of the Industrial Revolution when we began to equate success with time spent at work rather than away from it. This is one of the big reasons I find the transformation of performance management so exciting.

Survey: 93% of Managers Need Training on Coaching Employees


Over the past few months, we’ve run a series of posts covering findings from the latest SHRM/Globoforce Employee Recognition Survey. To recap, here are the four findings and their respective posts: The top three workforce management challenges faced by organizations today are retention/turnover, engagement, and recruitment. ( Do managers need training on how to coach employees? Let’s look closer at the data within this finding.

Growth Mindset, Feedback, and the Power of Peers


Hear more from Lynne Levy on feedback, growth, and development in the latest episode of WorkHuman Radio, embedded at the top of this post. At a previous company, I was a product management leader and wanted to learn a new skill. There was a position open in product marketing, so I decided it would be a great place to learn some new skills which would help my long-term growth. Yet I was working for a manager who expected his employees to be perfect at their jobs.

One Word You Should Stop Saying at Work


Beyond removing “cascade” from your vocabulary, Gary shares other tips below, like how to give employees more control of their work and their compensation and how to take the politics out of performance management. Audio from the interview is in the WorkHuman Radio episode at the bottom of this post. Globoforce: How are employees are rewarded in a humanocracy? As organizations grew, individuals lost the input that they needed to self-manage. By Sarah Payne —.

Feedback is Welcome

HRO Today

According to Jeff Gelinas, vice president of product and people at Engage2Excel Inc. this approach has multiple benefits: better organizational alignment resulting from frequent communication, improved engagement, and increased productivity. Chary Krout, senior vice president of HR at First Tech Federal Credit Union , says that cultivating a feedback-centered culture goes beyond surveys and meetings with management. “A

The Risks of Unmotivated Employees

Compensation Cafe

For these employees, compensation is sufficient to keep them coming through the door, but is otherwise ineffective in leading to performance. The cumulative impact of these direct costs and the impact to other employees’ performance and motivation could end up costing the organization more than some of the top-of-mind issues above. A recent report in the Wall Street Journal highlights a study by Aon Hewitt that looked at this group of employees.

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What it Takes to Create a Positive Workplace

Compensation Cafe

Others point to the clear benefits of positive work cultures on both productivity and wellbeing. At one end of the spectrum: a fad-like approach to tick a box off the list. At the other end, a holistic approach to integrate positivity into the fabric of the business. Any single practice or initiative faces an uphill challenge in changing the behavior and performance of a workforce. Follow Derek on Twitter at @DerekIrvine. Performance Management Recognition

The Best Workday Integration You Never Knew About


Learn more about Globoforce’s pre-packed integration for social recognition in our webinar this Wednesday. Globoforce is the only certified Workday partner offering pre-packed integration for social recognition. Greater talent insight for performance reviews. Rob Schmitter and Dan Fiore from Globoforce will do a live demo in our webinar this Wednesday, Nov. 2, at 1 p.m. 5 Reasons to Integrate Globoforce’s Social Recognition with Workday.

Cultural Practices for a More Dynamic Workplace

Compensation Cafe

Fortunately, there are several practices that can help build a culture that avoids those pitfalls and supports individuals in bringing their most productive selves to work. Crowdsourced performance. What is replacing hierarchy at your organization? He is the co-author of "The Power of Thanks" and his articles on fostering and managing a culture of appreciation through strategic recognition have been published in Businessweek, Workspan and HR Management.

I rate you a 4.5. Or maybe a 3.

Compensation Cafe

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. Performance management is evolving. As part of this evolution, the performance rating is coming under deeper scrutiny. Some managers grade more harshly than others. Follow Derek on Twitter at @DerekIrvine.

Creating a Positive Employee Experience

Compensation Cafe

It is a transformation away from holdover policies and practices, like the annual performance review and command-and-control management, that began in the Industrial Era. The solution is often to allow meaningfulness to emerge through conversations between manager and reports. Follow Derek on Twitter at @DerekIrvine. Performance Management Recognition

"Thanks" Is the Killer App for Feedback

Compensation Cafe

product feedback), but disagree when it comes to feedback about people performance. When it comes to performance, forthright honesty is the best policy. Spread the responsibility beyond the manager. Following on earlier discussions about performance management, Bersin also points out the flaws in manager-led performance management systems. He says, “We know managers are biased. Follow Derek on Twitter at @DerekIrvine.

Are Teams Helping or Hurting Your Top Talent?

Compensation Cafe

A couple of months ago on this blog , I covered research that explored how different companies deploy their high performers. Results suggested more successful organizations cluster their high performers together in core functions, while less successful companies more evenly space out their talent. Across a field study and an experiment, researchers found evidence of a “social downside to high achievement” when high performers stand out from the rest of the group.

Is Your Talent as Effective as it Could Be?

Compensation Cafe

The assumption has long been that amassing a pool of talented employees was a good path toward enhanced productivity and innovation. Research, from a report by Bain & Company , compared top-performing organizations against average ones. Having more talented employees contributing in core areas would naturally lead to greater output or creativity in those areas, and drive greater overall business performance. Follow Derek on Twitter at @DerekIrvine.

Join Us at the TMA Employee Engagement & Retention Conference this July in Washington DC

David Zinger

The Talent Management Alliance is hosting a conference at The Venable on employee engagement and retention in Washington DC from July 21st to July 23rd 2014. entitled: What Science Says Leaders, Managers, and Employees Can Do in 7 Minutes to Fully Engage, Achieve Results and Build Relationships. Here is a list of the other speakers at the conference: Christopher Henry Corporate Vice President, Talent & Organizational Effectiveness, MGM Resorts International.

Top 5 Takeaways from #SHRM15


61% of performance management data is more about the rater than the person being rated. It’s time to invest in HR tools that give team leaders real-time, reliable insights on the productivity and engagement of their teams. Derek Irvine cited an alarming statistic from the new SHRM/Globoforce recognition survey—turnover is the top HR challenge this year. It’s about making meaning at work, not just money. personal emotional connections—at work.

The importance of employee recognition


Newer demographics in the workplace want continual coaching, conversations and communication – they need agile performance management and instantaneous feedback. This is due to what social psychologists refer to us the ‘overjustification effect’ Simply put, once you place an expected external incentive – such as money, prizes or rewards – on a task, a person’s intrinsic motivation to perform that task decreases. Source: Globoforce.

Conversations about Conversations

Brandon Hall

The title of this post was inspired by Grant Beckett , Globoforce EVP of Global Product Strategy, who actually said he was conducting, “a conversation about conversations about Conversations,” during a talk about performance development at Globoforce’s annual Workhuman convention. But maybe in a few years we’ll be spared monthly variations of the “Why Performance Management Stinks” article — or maybe that’s just wishful thinking.

Top 16 Blog Posts of 2016


Before you break out the Champagne and ring in the new year this weekend, we thought we’d take a moment and highlight the top 16 most popular posts on the Globoforce blog this year. For one, they highlight the fundamental shift in focus from human capital management to creating a more human employee experience (case in point: the top post is titled “The End of Management as We Know It”). Three of the top 16 are about the end of traditional performance management.

30+ Books on Working Human


Use the list below as a guide to all the leading research on creating a more inclusive, productive, and human workplace. One Second Ahead: Enhance Your Performance at Work with Mindfulness ” by Jacqueline Carter and Rasmus Hougaard (check out Rasmus’ guest post here ). “ How Performance Management is Killing Performance – and What to Do About It ” by M. Sarah is managing editor at Globoforce. By Sarah Payne —.

21 Top Talent Management, People Ops, And HR Conferences In 2019


People Operations teams and other people managers can model L&D by attending one of the HR conferences outlined below. For People Ops, these events cover just about every conceivable topic related to employee management: fostering culture from startups to enterprises, using data analytics to fine tune workplace dynamics, improving recruitment and retainment practices, building employer-employee trust, leveraging the latest in performance management technologies, etc.

Data & People Analytics: A WorkHuman 2018 Recap


These phrases are tossed around at industry events and conferences, but how do they apply in the day-to-day work of an HR professional? And now, HR leaders are investing heavily in programs to utilize data for all aspects of workforce planning, talent management, and operational improvement. I had the privilege of attending the fourth annual WorkHuman , conference pioneered by Globoforce, from April 2-5 in Austin, TX. Employee lifetime value & performance management.

What Are Your Company’s Core Values?

HR Daily Advisor

Today we are joined by Derek Irvine , the VP of Client Strategy and Consulting at Globoforce, who is answering questions about a recent research report that they released entitled Bringing More Humanity to Recognition, Performance and Life at Work. Derek Irvine: Every organization has a set of values that guides every decision made – from the way employees interact with clients, to the types of products they sell.

5 Ways to Create a Work Experience that Mirrors Your Best Customer Experience


(Listen to our interview with Jeanne Meister in the episode of WorkHuman Radio, embedded at the top of this post.). And they have the power to provide instant feedback on their workplace experience, a growing phenomenon I call the “yelpification” of the workplace, where former, current, and prospective employees rate a company’s culture and management just as they rate a book, a computer, or a movie. At home, there are 1.8 Faith, Trust, and Pixie Dust at Total Rewards.

A New Era of Data in HR?

Compensation Cafe

Perhaps more importantly, are you still looking at the same metrics as a decade ago, new metrics that have emerged only over the past couple of years, or some blend of both? The topics of “big data” and “people analytics” are hot-button issues across the industry, as the many conference seminars, new products, or blog posts can attest (irony noted). They emphasized the importance of continuous conversations as a driver of performance and motivation.

5 Things Your Employees Actually Want Out Of Performance Reviews


Just like Mondays, everyone hates performance reviews. For too long HR managers have been grappling with the seemingly impossible challenge of rehabilitating this dreaded process. Having helped over 100 companies revamp their performance management processes, here are five of the most common must-haves we hear from employees: 1. Clear expectations Unclear expectations are one of the main contributors to this hatred of performance reviews.

Culture Tools Primer

Human Workplaces

Every technology solution out there is the one thing you need, the one thing that will move the needle, the one thing that will create powerful cross-functional synergy, best-in-class performance, an engine for innovation and growth, and through-the-roof employee engagement (how’s that for brochure copy!). Even the software creators recognize that they may need to transform their product several times in order to keep up with the marketplace. Globoforce (

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HR Tech Weekly: Episode #211: Stacey Harris and John Sumser

HR Examiner

Stacey has updates from this week’s Oracle And Globoforce Events, including Globoforce announcing their name change to Workhuman. Globoforce changes name to Workhuman and holds its annual event (Updates from Stacey Harris) Link ». ADP Says Rebranding Foreshadows New Product Developments Link ». Listen live every Thursday at 7AM Pacific – 10AM Eastern, or catch up on full episodes with transcriptions here. world event dates and at this point yeah.

HR TechStack – Employee Engagement Software


Employee engagement software is most commonly implemented in HR departments as either a supplemental tool or direct replacement for the traditional performance review process. To qualify for inclusion in the Employee Engagement category, a product must: Enable users to conduct employee pulse surveys to gauge employee satisfaction. Culture Amp provides the answers you need to improve at every level, from the organization and team through to individual managers and team members.

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HR Tech Weekly: Episode #209: Stacey Harris and John Sumser

HR Examiner

Listen live every Thursday at 7AM Pacific – 10AM Eastern, or catch up on full episodes with transcriptions here. Plus, IBM apologizes for using ethnic labels like ‘yellow’ and ‘mulatto’ on job application, Globoforce becomes workhuman, JobCase raises $100MM, and Landit Snags $13 Million in a Round Led by WeWork. Globoforce becomes workhuman Link ». Listen live every Thursday at 7AM Pacific – 10AM Eastern, or catch up on full episodes with transcriptions here.

#Employee Feedback Is The Killer App #HR


These tools are powerful and disruptive, and they have the potential to redefine how we manage our organizations. out of 5), and Quantum Workplace believes engagement is at its lowest level in eight years. If we look at employee ratings of employers as a whole, we find that performance follows a bell curve. How can a CEO, manager, or even HR team keep up with everything everyone needs? At work the word often has a negative connotation.

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300+ Women Leaders in HR! These Women in HR Bring a Unique Blend of People & Strategic Skills.


The HR women in this list include numerous leaders across a number of different industries and organization sizes, who have a great wealth of experience in developing and executing strategies, managing talent and improving how HR is operating alongside regularly sharing articles, insights and open discussions into best practices. Alexandra Cavoulacos , Founder & President at The Muse; Author of “The New Rules of Work. Aisling Teillard , CEO at Tandem HR Solutions.