HR Bartender
JANUARY 16, 2018
During last year’s WorkHuman Conference, pioneered by Globoforce , I heard several speakers talk about the annual performance review. Employees are competing for a piece of the merit increase budget. Here are three takeaways that I believe we need to keep top of mind: Companies don’t do performance reviews to inflict punishments.
HR Bartender
JULY 14, 2016
That was a big takeaway for me from this year’s WorkHuman conference, hosted by Globoforce. Examples would be to achieve a detailed score on a competency exam or be awarded a specific form of recognition. Performance goals are ones that focus on an outcome. The outcome (or goal) is based on performance.
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WorkHuman
SEPTEMBER 20, 2017
Guest post by WorkHuman 2017 speaker Chinwe Onyeagoro on the Globoforce blog. There’s a new business standard to compete in today’s marketplace and it’s all about your workforce – all of your employees. Read the rest of this post on the Globoforce blog. The results are in.
WorkHuman
NOVEMBER 5, 2018
Globoforce: What’s the difference between a bureaucracy and a humanocracy? Globoforce: Why do so many companies default to a bureaucratic management model? Individuals compete for the scarce resource of promotion. Globoforce: Do you think leaders would make a change knowing the cost of letting bureaucracy fester?
WorkHuman
NOVEMBER 5, 2018
Globoforce: How are employees are rewarded in a humanocracy? Globoforce: How are companies leveraging crowdsourced pay? Globoforce: Do you have advice for leaders who want to move away from the traditional performance process and are looking for a path forward? Globoforce: What impacts can technology have on a work culture?
WorkHuman
NOVEMBER 1, 2017
Globoforce : Could you share a bit about your research and your work at the University of Washington, Seattle? . Support those employees so they really do get a sense of belonging, a sense of competence, and feel supported through their work. Fehr received a master’s degree and Ph.D Also, draw attention to all of those benefits.
Thrive Global
DECEMBER 16, 2020
In fact, a Globoforce study found that those who received recognition from their leaders recently were significantly more likely to trust them (82% vs. 48%). Be competent but also vulnerable. And give them access to mindfulness apps like Calm. Serve up the feedback sandwich. Here’s the thing, though.
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