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With Globoforce on Social Recognition

Strategic HCM

I’ve just been attending an event with Globoforce and the Conference Board on social recognition. I’ve been a long supporter of Globoforce’s work on recognition, eg this webinar we did together, and also my support for their book – see this endorsement (which I still support) printed at the start of this: “Recognition is a hugely underused and badly misused HR and management tools. Globoforce’s Mood Tracker suggests that ‘only’ 38% of (N American?)

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? This is one of the big reasons I find the transformation of performance management so exciting. Short-term performance, with the right tools and philosophy, can be aligned to the ongoing achievement of our larger goals, making us more effective along the way. Performance Management Recognition


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What’s the Point? Decoupling Performance Reviews and Compensation

Compensation Cafe

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. Today, I’d like to tap into your collective knowledge on the subject of performance and compensation. 58% of management (non-HR). 16% of managers.

Cafe Classic: Is Pay a Critical Part of Culture or Not?

Compensation Cafe

Employees that took that survey were asked to rate the three most important attributes of workplace culture. The number one answer from 50% of those employees: pay. But for the most part, I am surprised that so many employees point to pay as the most important part of culture.

Asked and Answered * Decoupling Performance Reviews and Compensation

Compensation Cafe

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. That fear seems tied to primarily to: Legal concerns around how to defend performance terminations without the formal review as proof. Concern that managers won’t engage in any feedback exercise with employees without the review mechanism to force the issue.

Cafe Classic: Rewarding the Disruptors

Compensation Cafe

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. They may not look like your typical employee, but then again they might, but they will think differently. Compensation Philosophy Performance Management Recognition

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. Most companies have some kind of rating scale for employees.

Recognizing People: A Recap of the WorkHuman Conference

Compensation Today

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. Eric Mosley, CEO of Globoforce, laid out five future trends, including: replacing performance management with continuous feedback, individualized rewards and pay, team management, the role of the coach, and HR as a culture facilitator.

The Risks of Unmotivated Employees

Compensation Cafe

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. . For these employees, compensation is sufficient to keep them coming through the door, but is otherwise ineffective in leading to performance. 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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Reshaping the Organization

Compensation Cafe

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. It is easily understood and observable, and as such, plays an important role in aligning employees to roles, but may have trouble adapting to changes. Performance Management Recognition

The Changing Nature of Performance

Compensation Cafe

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. Perhaps nowhere are we seeing more of this happen than around performance and related appraisal and compensation activities. The driving force for much of this change is the evolving nature of performance itself.

The Rise of “Hobbyist” Workers

Compensation Cafe

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. This is especially true with increasing automation, other technological advancements, and the changing nature of the traditional employee-employer relationship. The second is rethinking traditional attractors, such as benefits and employee perks.

Cafe Classic: Appreciating the Runners as well as the Winners

Compensation Cafe

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? Performance-based awards of some kind? Recognition for years of service? If you're an HR professional or manager, who do you try to target with these programs?

The Changing Role of Performance and its Measurement

Compensation Cafe

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). With the rise of modern approaches to performance, however, that balance has begun to shift. Performance, feedback, and recognition occur in real time, generating rich data along the way.

'Tis the Season for Thanks

Compensation Cafe

It's that time of year, when thoughts turn to… compensation planning. In just the last two weeks I’ve seen a few different survey announcements about trends, including this one that found: “After prioritizing retention of talent for 2015 compensation planning, 51 percent of employers now consider cost management to be their main focus in the coming year.”. Exceptional managers seek out as much information as possible to inform these conversations.

How to Develop Consistent Performers

Compensation Cafe

Most everyone is familiar with the segmentation of a workforce into groups of top performers; consistent contributors and those needing further development. These groups make sense when we discuss performance and compensation, ensuring that (often limited) organizational investments are distributed according to where they will have the most impact. The key is combining social recognition and coaching to turn that potential into performance.

#WorkHuman Day 2: Organization of the Future

The People Equation

Derek Irvine of Globoforce leads a panel discussion with HR Executives on how to make work more human. Derek Irvine, Globoforce’s VP, Client Strategy & Consulting, moderated a three-person panel of senior leaders in the HR role. The topics were wide-ranging, covering many aspects of the employee experience: recognition, performance management and the role of employee citizenship and charitable works on employee engagement scores.

HR TechStack – Employee Engagement Software


Employee Engagement Software Definition. Employee engagement software helps organizations solicit and track feedback from their employees, recognize employee achievements, and promote positive activity. Employee engagement tools are used to draw actionable insights from employee feedback. To qualify for inclusion in the Employee Engagement category, a product must: Enable users to conduct employee pulse surveys to gauge employee satisfaction.

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