WorkHuman

APRIL 4, 2017

If you’ve been following the Globoforce blog these past few months, you may recall that we recently published a report with findings from the 2016 SHRM/Globoforce employee recognition survey. Do these trends in employee recognition, performance management, retention, and engagement look different outside of the U.S.? A bit about the survey: Main respondents were senior reward managers and global mobility managers.

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Globoforce Global HR Report HR Trends 108

Interact-Intranet

JUNE 7, 2017

The importance of employee recognition is often overlooked – are you aware of the impact? Employee recognition is essential for motivating, retaining and fully engaging our employees. Now, employees expect – and respond – to the same approach when it comes to recognizing their contributions within the workplace. This means the days of annual appraisals and salary as the sole driver for employees are behind us. Source: Globoforce.

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WorkHuman

DECEMBER 15, 2016

2016 SHRM/Globoforce Employee Recognition Survey. For the data geeks among us, the release of the 2016 SHRM/Globoforce Recognition Survey is like an early holiday gift. This report shows where to focus your efforts by examining best practices in budgeting employee recognition, the impact of recognition on organizational outcomes, trends in human workplace efforts, and evolving performance management practices.

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Globoforce Retention and Turnover Survey Employee Recognition 95

Strategic HCM

DECEMBER 6, 2011

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?)

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Globoforce System Performance Management Employee Recognition 56

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. 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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Performance Management Globoforce Employee Recognition Compensation 40

WorkHuman

MARCH 21, 2017

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. ( The Proven Links Between Retention and Employee Experience ). 1% of Payroll: The Magic Number for Social Recognition Investment ).

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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. 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.

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Payscale Globoforce Conference Compensation 48

Compensation Cafe

JUNE 5, 2018

A business mantra for decades has been “what gets measured gets managed.” Case in point – the news recently has featured several stories of performance metrics gone wrong, one being this particularly egregious story of doctors ensuring their surgical outcomes metrics by avoiding risky patients. At the same time, rewarding individuals for measured performance diminishes a sense of common purpose, as well as the social relationships that motivate cooperation and effectiveness.

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Metrics Bonuses and Incentives Globoforce Employee Recognition 62

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. . 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. Performance Management Recognition Total Rewards

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AON Globoforce Compensation Study 62

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. 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

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Globoforce System Employee Recognition Compensation 57

Compensation Cafe

DECEMBER 5, 2016

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. The third is the continuing evolution of performance. Performance Management Recognition

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Globoforce Employee Recognition Compensation Diversity 57

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

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Compensation Cafe

DECEMBER 13, 2016

While the former might present every reason to be cynical, a thoughtful approach to crafting a positive employee experience can contribute to greater success. Distinguishing drivers from outcomes also ensures flexibility in the ways each employee experiences positivity through his or her work, providing for a much more individualized and motivating experience. Transforming the employee experience, on the other hand, is capable of producing more durable changes.

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Compensation Cafe

JULY 24, 2017

Some actively avoid the process altogether, capitulating only when annual performance reviews demand that something be documented. However, there are trends transforming the status quo for the better- to remake feedback into a process of broader performance conversations. It is a valid worry, according to findings from recent surveys of managers. Who has visibility into the performance? What has the history of performance conversations been?

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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. 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.

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Globoforce Compensation Talent Acquisition Employee Recognition 54

Compensation Cafe

OCTOBER 31, 2016

While it is important for leaders to provide a clear and motivating vision of the direction the company or team should take, it is equally important to provide employees the autonomy to determine the specific path to that goal. Crowdsourced performance. As roles become more fluid, that level of understanding can be difficult to achieve unless the company has developed a scalable, social solution for employees to contribute and share that knowledge.

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Compensation Cafe

JULY 29, 2015

Today, I’d like to tap into your collective knowledge on the subject of performance and compensation. So my questions to the group today: How does your organization approach performance management? Is the performance management process tied to compensation – merit increases, pay decisions, bonus awards, etc.? If the performance appraisal process isn’t tied to raises directly, do employees understand this clearly? 58% of management (non-HR).

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Compensation Cafe

APRIL 6, 2016

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?

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Compensation Cafe

JANUARY 24, 2017

The employee experience is quickly becoming a major area of emphasis for many HR practitioners and business leaders. 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. In the modern organization, the employee experience creates a workplace that is more human centered and technology-driven. Performance Management Recognition

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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? 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?

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Compensation Cafe

AUGUST 28, 2015

In my last post , I shared research from Bersin by Deloitte: “Becoming irresistible: A new model for employee engagement.” Earlier this week Josh Bersin, author of the original report, published a follow-up article in Forbes: “Employee Feedback Is the Killer App: A New Market Emerges.”. The Employee Engagement Challenge. Why is there such a wide variation in employee engagement and retention? When it comes to performance, forthright honesty is the best policy.

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Globoforce Employee Engagement Employee Recognition Survey 58

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. 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.

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Compensation Cafe

AUGUST 2, 2017

Employees play a large role in shaping and sustaining these informal networks. In the world of teaming , employees can reach out to colleagues, customers or business partners, coming together as ad-hoc teams to solve specific needs, and disbanding or reforming just as quickly. Historically, people managers were tasked with building the ideal team and had time to plan around each question. Performance Management Recognition

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Compensation Cafe

DECEMBER 22, 2016

On top of the everyday work, some are even juggling all those annual tasks like budgeting, resource planning, or performance reviews. The challenge is that employees’ accomplishments can sometimes get lost in the fray. The fact is a connection to these accomplishments is ultimately what can make work more human, creating a stronger, more cohesive employee experience. Employees derive a sense of meaning and belonging through the work they do.

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Compensation Cafe

MAY 22, 2017

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.

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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). 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.

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Compensation Cafe

FEBRUARY 16, 2017

With the rise in HR analytics, there is more pressure than ever to understand how talented employees contribute to the organization’s success. 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. Performance Management Recognition

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Compensation Cafe

JUNE 29, 2016

As organizations become increasingly complex and employees more globally distributed, a challenge for leaders is to ensure that solutions are in place to help people communicate, share ideas, and adopt innovative practices across the entire company. This is certainly a growing trend across varied areas like performance reviews, feedback, and social recognition- spheres where technology is enabling a better quantity and quality of human-to-human interaction.

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Compensation Cafe

JUNE 10, 2016

Why do your employees do what they do every day? Yes, some employees have been pushed so close to the edge by their work environment, their honest answer to “Why do I go to work everyday?” But I think we can all agree, the goal is to ensure employees never reach that stage. The “Why” is also the one that inspires employees to truly engage with their work and not just their paycheck. Performance Management Total Rewards

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Compensation Cafe

APRIL 27, 2016

This is part of the reason why the current trends in performance appraisal have been so interesting: transforming the process from one that is mostly forgotten outside of a couple of times during the year into an ongoing conversation about performance. A similar transformation is needed in the way that companies communicate (and keep top of mind) the value and investments that they make in their employees. Performance Management Recognition

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Globoforce Payroll Employee Recognition Trends 43

Compensation Cafe

DECEMBER 21, 2015

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.”. Without the benefit of a survey behind me, my recommendation is this: Focus on your employees as humans in need of acknowledgement, praise and support, especially as the year draws to a close.

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Compensation Cafe

AUGUST 3, 2016

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.

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HR Bartender

MARCH 20, 2016

I wonder sometimes if the reason there are so many complaints about annual performance reviews is because people find them boring. And if the goal is for employees to have consistent performance, that means that managers are discussing the same thing with employees. Long-term employees have participated in the same process each year for what seems like an eternity. I believe in the performance review and its purpose.

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Retention and Turnover Globoforce Career Development Employee Recognition 271

HR Bartender

MARCH 20, 2016

I wonder sometimes if the reason there are so many complaints about annual performance reviews is because people find them boring. And if the goal is for employees to have consistent performance, that means that managers are discussing the same thing with employees. Long-term employees have participated in the same process each year for what seems like an eternity. I believe in the performance review and its purpose.

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Retention and Turnover Globoforce Career Development Employee Recognition 269

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. 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.

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Compensation Cafe

JANUARY 7, 2016

If we think about our professional lives, the interrelationships between these questions is really about creating self-awareness, performance, and opportunity. What if we create a habit of pausing, instead of waiting around for the New Year’s holiday or that dreaded semiannual performance review ? This is an inherent value of a culture of social recognition , in helping to create habits out of pressing pause. Performance Management Recognition

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WorkHuman

JUNE 29, 2017

We recently spoke to Dave Bond, director of talent management and total rewards at the Minto Group, to discuss how the home building and property management company modernized its approach to social recognition and saw immediate results in terms of employee reach. Bond also discussed how he’s leveraging recognition analytics for managers and executive leadership, and why he’s excited about the WorkHuman movement. Recognition at Minto was spotty.

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