[Report] 3 New Global HR Trends from Globoforce & RES Forum

WorkHuman

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. R.I.P. Annual Performance Review.

3 Smart Executives on Performance Management

WorkHuman

We’ve covered the changing performance management landscape from several different angles on this blog—from the death of the annual review to the growing use of crowdsourcing and adoption of new, cutting edge practices that encourage continuous feedback. Here are 3 executive quotes about what really motivates employees and how traditional performance management is missing the mark: “People want to know on an ongoing basis, am I doing right? Managers hate it.

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

WorkHuman

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

WorkHuman

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.

Can You Confidently Answer the 4 Basic Performance Management Questions?

RecognizeThis!

— Wanting to know we’re doing the right things at work is at the heart of performance management – and that’s a good thing. With the recent news around Accenture and GE replacing their traditional performance review process with more frequent, timely feedback from multiple sources, it seemed Kismet when Eric Mosley, CEO of Globoforce, had his article “Creating an Effective Peer Review System” appear in Harvard Business Review this week.

[Webinar] 3 Ways Performance Management Will Change in 2016

WorkHuman

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. Everyone is re-thinking everything about the performance management process—and for good reason. So which processes and approaches actually yield accurate information about employee performance?

How Crowdsourcing Changes the Game for Performance Management

WorkHuman

How can you leverage crowdsourcing to get a better picture of an employee’s performance? And what role can social recognition play in humanizing performance management? As author of more than 120 articles and ten books based on his research, Gerry has a wealth of knowledge to share on the effects of new HR technology on total rewards, performance management, employee engagement, and talent management. “@Globoforce was the 1st recognition co.

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?)

5 Takeaways from the New SHRM/Globoforce Recognition Survey

WorkHuman

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. We need more coaches, not managers.

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

How to Create a Truly Effective Performance Review Process

TinyPulse

Let’s admit it: the traditional methods for performance reviews are outdated. According to Globoforce , a whopping 91% of organizations use them. Topic: Performance Management Tips & TricksBut they’re not going anywhere any time soon. And they’re mostly just doing them to check it off their to-do list.

[Webinar] How to Adopt a More Human Approach to Employee Development

WorkHuman

While traditional strategies such as the annual performance review are still the norm in many companies, HR leaders are looking for innovative ways to bring more humanity into their approach to employee growth and development. How can you modernize your organization’s approach to employee performance? How can you motivate and inspire your employees to drive happiness and, in turn, performance? Does your organization take a human approach to employee development?

Cafe Classic: Cultural Practices for a More Dynamic Workplace

Compensation Cafe

Crowdsourced performance. He is a leader in the WorkHuman movement and 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.

Top 6 Megatrends Changing the Face of HR and Business

WorkHuman

Based on insights gathered from Globoforce’s WorkHuman Executive Forums, these megatrends illustrate a shift to more human-centric approaches to work. In the WorkHuman Radio podcast embedded at the top of this post, Derek Irvine , VP of strategy and consulting at Globoforce, discusses five of the six megatrends. There’s no shortage of press when it comes to the death of the annual performance review. Learn more: How Crowdsourcing Changes the Game for Performance Management.

Survey: 93% of Managers Need Training on Coaching Employees

WorkHuman

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? Survey: 93% of Managers Need Training on Coaching Employees Click To Tweet.

Cafe Classic: How to Spread Innovation

Compensation Cafe

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. Performance Management Recognition Total Rewards

Growth Mindset, Feedback, and the Power of Peers

WorkHuman

At a previous company, I was a product management leader and wanted to learn a new skill. The challenge I had in this position was I worked for a manager who believed that a person either knew what they were doing or they didn’t. My manager made it clear to everyone on his team that mistakes were unacceptable and not tolerated. Here I was, with a product management background, looking to learn product marketing and blend the skills together.

Does Drama at Work Cost the Average Worker 2.5 Hours Per Day? #workhuman

The HR Capitalist

Put on by Globoforce, WorkHuman is the most progressive HR Conference available, with past shows focused on emerging trends like mindfulness, meditation and more - the leading edge of people practices and how HR can build them. You're a manager of people/leader. You've been trained by the world that you need to be a good listener as a manager. Your Manager of People (MOP) : " I know what you're talking about. Employee Relations Performance Management Workplace

More Human Workplaces Can Get 70%+ Engagement Levels

RecognizeThis!

Reimagine performance reviews by involving our community of colleagues. In fact, so much so, that research I shared from IBM Smarter Workforce , SHRM & Globoforce often results in employees having engagement levels at 70%+. Culture of Appreciation Performance Management Power of Thanks Social Recognition WorkHuman Years of Service Celebration human decade human economy Newsweaver power of thanks webinar years of serviceby Derek Irvine. Recognize This! –

Say Goodbye to the Annual Bonus

WorkHuman

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. Traditionally, employees had their review with their manager and received a rating based on their performance over the past year. The video below features a snippet of Globoforce CEO Eric Mosley’s keynote from WorkHuman 2017.

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.

Top 6 Takeaways from Total Rewards 2016

WorkHuman

Everyone is talking about ditching the annual performance review, which raises legitimate questions about how to pay for performance. They also suggested putting budget back into the hands of managers and breaking goals up into bite-size chunks so employees are rewarded along the way, not just annually. My favorite keynote was delivered by Tim Gard at the Celebrate the Profession breakfast on Tuesday morning (sponsored by Globoforce). R.I.P. Annual Performance Review.

[New Report] How to Make a Business Case for Social Recognition

WorkHuman

Managers of higher profitability companies are 12% more likely to have a strong focus on core values and corporate culture. It improves talent management and performance data. Organizations that are highly effective at preparing managements for the coaching relationship are about 130% more likely to see strong business results. SHRM/Globoforce Employee Recognition Survey). It drives employee performance.

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Finding Opportunities for Recognition – Recognition Radio #2

WorkHuman

What should managers look for when building a culture of appreciation in their teams? As part of our Manager’s Field Guide to Recognition Series, Globoforce Recognition Radio tackles the nuts and bolts of recognizing effectively and offers you tools for deepening the impact of appreciation in your organization. MANAGER’S FIELD GUIDE TO RECOGNITION. Download the Manager’s Field Guide to Recognition here , to share with your employees!

3 Reasons Why Metrics Go Wrong

Compensation Cafe

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.

Insights from the CHRO Panel at #WorkHuman 2017

Lighthouse

This week I’m honored to be at the WorkHuman conference put on by Globoforce. 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. Rahul Varma talked about Accenture’s revolutionized approach to performance management.

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Feedback is Welcome

HRO Today

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 While it’s a leader’s responsibility to ensure these conversations and check-ins are ongoing throughout the year, employees can take the driver’s seat to their performance and development.”. Feedback Transforms Performance Management. Empower employees by embracing a feedback-based culture.

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 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. Performance Management Recognition Total Rewards

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The Rise of “Hobbyist” Workers

Compensation Cafe

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. Performance Management Recognition

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

What it Takes to Create a Positive Workplace

Compensation Cafe

Any single practice or initiative faces an uphill challenge in changing the behavior and performance of a workforce. On the other hand, aligning multiple practices into a coherent set, and aligning them to a compelling culture, can be both an engaging and adaptable way of energizing individuals and empowering greater performance. Performance Management Recognition

3 Questions to Improve Feedback Conversations

Compensation Cafe

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?

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.

Cultural Practices for a More Dynamic Workplace

Compensation Cafe

Crowdsourced performance. 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. Performance Management Recognition