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

The survey also included responses to this question from HR professionals and managers, offering a good comparison point. According to them, ‘managers and executives leading by example’ and ‘a shared mission and values’ were some of the top attributes 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.

Say Goodbye to the Annual Bonus


Everyone in the world of HR is talking about the end of annual performance reviews. The chatter is focused on how to promote a coaching culture throughout the year to continuously improve employee performance. Few people, however, are offering a real solution to the compensation piece of the annual review. Traditionally, employees had their review with their manager and received a rating based on their performance over the past year.

Meaningful Work Tops Company Culture, Compensation, and Perks as Workers’ #1 Must-Have in New Global Employee Survey


The study, published by Workhuman Ò Analytics & Research Institute, provides insights to help employers improve engagement, recruitment, retention, and performance management—with the end goal of creating work cultures that are mutually beneficial to businesses and the people driving them. Women in senior and middle management are more likely to have experienced some form of discrimination in the workplace.

Cafe Classic: Rewarding the Disruptors

Compensation Cafe

As Globoforce’s Vice President of Client Strategy and Consulting, Derek Irvine is an internationally minded management professional with over 20 years of experience helping global companies set a higher ambition for global strategic employee recognition , leading workshops, strategy meetings and industry sessions around the world. Compensation Philosophy Performance Management Recognition

Separating Raises from Performance Reviews: But Then What?

Compensation Cafe

earlier this week, an article on why employees hate the performance review caught my eye. The article in question doesn’t necessarily have a groundbreaking perspective to offer, but does spend a little more time than most on the need to separate performance discussions from pay discussions. 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?

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.

Insights from the CHRO Panel at #WorkHuman 2017


This week I’m honored to be at the WorkHuman conference put on by Globoforce. Vicki Williams, SVP of Compensation, Benefits, and HRIS at NBCUniversal. It has given leaders visibility into who’s getting things done, because one manager survey feedback theme was that supervisors didn’t understand who was doing work or getting things done. Breaking Traditional Performance Management.


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. If compensation itself is ineffective, it may be helpful to leverage solutions that can create a more positive employee experience.

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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. Performance management offers a great microcosm for observing some of these dynamics. In line with the informal organization, employees want to seek out information about their performance from all sides of their networks. Performance Management Recognition

The Changing Nature of Performance

Compensation Cafe

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. Performance is no longer something that can be “reviewed” or “managed” or even “incented” once or twice a year.

The Rise of “Hobbyist” Workers

Compensation Cafe

To be clear, the importance of adequate compensation has not gone away. Social recognition is one example, where managers can demonstrate their appreciation for the immediate contribution that each gig makes, while also meeting the needs of individual gig workers. The third is the continuing evolution of performance. The latter may require a greater emphasis on continuous performance conversations, in contrast to the infeasibility of semiannual or annual reviews.

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. 5 Reasons to Integrate Globoforce’s Social Recognition with Workday.

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.

Organizations Need to Address the Core Issues with Performance Reviews

HR Bartender

There continues to be discussion about “ditching” or “killing” the traditional annual performance review. The business world has changed and older processes, like the annual performance review, need to change along with it. But I think we need to be careful that we don’t sell the notion of dropping the annual performance review as some sort of silver bullet that will cure all of the organization’s performance issues. Manager’s skills must be updated.

Cafe Classic: Appreciating the Runners as well as the Winners

Compensation Cafe

Performance-based awards of some kind? If you're an HR professional or manager, who do you try to target with these programs? High-performing/ high-potential employees (Hi-Pos) -- those you want to make sure remain loyal and committed to your organization? The sales team through various compensation and incentive structures? As you continue to honor and recognize the high-performers/high-potentials, keep an eye out for the Toms in your workplace.

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. WorkHuman Day 2 just wrapped.

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. Globoforce: How are employees are rewarded in a humanocracy? As organizations grew, individuals lost the input that they needed to self-manage. Then, compensation becomes really tied to marketplace outcomes. By Sarah Payne —.

Major Studies Detail Correlation Between Employee Engagement and Retention


The most serious challenge facing Human Resources is not benefits, compensation, or performance management. HR professionals and employee managers are now able to transform the employee journey from the job application forward, monitor and measure the effects of created experiences, and drive improvements using talent experience management software. SHRM/GloboForce Employee Experience Survey. IBM/Globoforce Employee Experience Index.

Recognizing People: A Recap of the WorkHuman Conference

Compensation Today

While not overtly defined, they used employee experience to describe recognizing whole individuals to engage and motivate them, coaching and enabling people to perform at their best, seeking culture adds rather than culture fits, and creating a more interactive workplace with continuous feedback and communication. Globoforce , the company behind WorkHuman, is a recognition company so the topic featured fairly prominently. Globoforce). Globoforce).

Survey: What 2,700 U.S. Workers Want from Their Work


Globoforce’s WorkHuman Research Institute annually surveys full-time U.S. When it comes to performance, employees are looking for more frequent check-ins, which ultimately can enhance the manager-employee relationship. Perhaps surprisingly, compensation ranked as the third most important reason for stay, behind, “My team – I really enjoy the people I work with.”. A New Paradigm for Employee Performance . 3 Ways to Improve Manager Check-Ins.

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Data & People Analytics: A WorkHuman 2018 Recap


And now, HR leaders are investing heavily in programs to utilize data for all aspects of workforce planning, talent management, and operational improvement. Or is it compensation and benefits? I had the privilege of attending the fourth annual WorkHuman , conference pioneered by Globoforce, from April 2-5 in Austin, TX. People analytics applies statistics, technology, and expertise to large sets of talent data, which results in better management and business decisions.

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


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. Companies are seeing that the nearly exclusive focus on individual development and performance does not mirror the reality of work.

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!). Igloo calls their product a “digital workplace solution,” focusing on communication, collaboration, knowledge management, and culture. Globoforce (globoforce.com).

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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. 15Five is a performance management solution that combines employee feedback, pulse surveys, peer recognition and OKR tracking in a lightweight weekly check-in. Employee Performance Management System. Globoforce. Performance appraisals. Performance Pro.

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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. Ann Bares , Compensation Consultant. Angela Trombatore , global content, social & marketing innovation manager.