Compensation Planning to Incentivize Top Talent

TalentGuard

Company management, and human resource departments in particular, are often guilty of treating talent management solutions as five or more separate processes used to build a strong employee base. Let’s consider performance management.

Even In Open Offices, It’s About Empowering Managers to Be Accessible

TLNT: The Business of HR

In practice, though, an open office design can struggle with an important detail — how do you reward managers without taking them out of the collaborative environment? It is clear why open floor plans are so popular in offices today.

Trending Sources

How To Make Your One On One Meetings More Effective

15Five

One on One Meetings are one of the most important tools available to managers, and they are instrumental to running a successful company. Yet many managers treat them as a nice-to-have or cancel them in lieu of other matters. Spontaneous Management Combustion.

Who Owns Retention? The REAL Employee Turnover Problem

Achievers

At many companies, when turnover rises executives point to HR to fix it – whose plate is already overflowing with terminations, payroll, benefits management, and back-fill recruiting. determining gaps where additional supervisor/management training is needed.

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

Globoforce

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.

Money doesn’t motivate: Why employees need more than just a paycheck

Achievers

by Andrea Vearncombe, Total Rewards Manager, Achievers. Harvard researchers noted that corporate performance is directly correlated with employee motivation, so they ran a large-scale study to determine exactly how managers can foster a strong climate of motivation within their teams.

Study 35

Really Bad Decisions

Compensation Cafe

Here's hoping that your career manages to stay on the straight and narrow with positive role models and valuable experiences, but all too often we learn our most useful lessons from failures, from tactics or decisions that didn’t work.

HR, It's Time to Improve Your Employee Retention Strategy

Cornerstone On Demand

2) Establish Formal Career Pathing Encourage and help employees create formal career paths for themselves so both employees and their managers have a concrete understanding of each other's goals and expectations. If managers encourage and participate in this process, they'll be well equipped to help employees achieve those goals by staying with the company. 3) Reward Managers for Developing Employees All employees are motivated by personal incentives, including managers.

Healthcare Professionals: Get a Pulse on Your Employee Engagement Levels

Achievers

Eighty percent of healthcare employees do not feel that communication between senior management and staff is effective. For management to care, they need to be made accountable.

i4cp Study Finds Managers Who Cling to Good Talent Are Bad for Business

i4cp

Companies with Agile, Mobile Workforces Outperform Competitors High-performance organizations make talent mobility a priority and reward managers for developing employees, according to research by the Institute for Corporate Productivity (i4cp). The study, Talent Mobility Matters , also found that talent hoarding by managers--admitted to by half of the 665 global companies surveyed and 74% of low-performing organizations--is the leading obstacle to creating mobile workforces.

Time Wasting: The Anti-Reward

Compensation Cafe

Is time wasting, as a product of poorly structured (and perhaps poorly incented) management undermining your reward program? 83% of the study''s respondents reported that their time is wasted by managers or colleagues with too much on their plate.

National Employee Benefits Day: An article roundup

Achievers

In the face of these growing challenges, benefits administrators and total rewards managers truly deserve some recognition: you help make your organizations great places to work. Today is National Employee Benefits Day!

HR Lessons from 10K Feet

SumTotal

But as a manager, and someone who wants my company to succeed, I believe doing that effectively begins with taking a step back. That requires: Encouraging managers to have conversations with employees.

The Ultimate Check-List: 8 Manager Essentials

Achievers

Well, what if we told you that the secret weapon to driving employee success was your managers? More often than not, employees don’t leave companies – they leave bad managers. Your managers need real-time insight into their team’s engagement levels.

With Talent Mobility, Recognition is Best

Compensation Cafe

Organizations themselves are increasingly flatter and more agile, requiring less middle management and more project or team-based leadership. This becomes increasingly important as the number of moves (and potential managers) increases.

Two Types of Compensation People

Compensation Cafe

Bear with me while I oversimplify about how each type distributes rewards. I see major dramatic (if not polar) differences in attitudes among our peers about distributing rewards. One group adamantly maintains that pay for performance is a Good Thing and rewards should be allocated to the most deserving. Such "judges" believe in measuring contributions and rewarding consequences proportional to output results.

Social Media and Staff

Strategic HCM

Eg Best Buy’s Twelforce developed out of their initial Blue Shirt Nation which developed collaboration between managers and employees. Even in areas like reward which is probably the least natural area given that the focus in most organisations is to keep reward secret, not transparent. Also look at examples of radical reward management like Semco.) I presented on Tuesday at an event organised by OurSocialTimes, Social Media for CEOs.

Avoid 3 Critical Business Disrupters: Upskill Your Frontline Workers

i4cp

At the same time, demand for middle-level management skills is increasing. While 89% of organizations offer development opportunities to frontline workers, 60% do not view development of this workforce segment as a priority, and nearly the same percentage (59%) indicate their employers do not measure and reward managers for developing these workers. While the last jobs report showed a reduction in the unemployment rate to 4.9% (the lowest rate since 2008), there are still 8.7

Don’t Commit “Recognition Malpractice”

Madison

All kidding aside, I think the biggest offense for any rewards manager is to lock their program (and by extension their company and their employees) into a predefined approach. I was summoned to jury duty the other day. Or should I say I was called to sit in a room for 8 hours waiting to be called. No cases came up and we were eventually dismissed. It got me wondering though, what would happen if you put your recognition program on trial?

Garbage In, Garbage Out

ReviewSNAP

Managers and employees get squeamish, and the appraisal process itself can be clunky and time-consuming. Managers can make this process even more unbearable. In fact, we’ve got 10 ways managers spoil performance appraisals: 1. Managers forget that in addition to meeting sales goals or improving financial performance, they need to actually manage their people regularly. If the manager sees reviews as a distraction, so will everyone else.

No Statue of Entitlement

Compensation Cafe

We compensation professionals have been slow to face the implications of how entitlement attitudes affect reward management practices. There is no statue of entitlement , nor is there any law guaranteeing a right to anything you want.

Friday Five: The Philosophy of Management

QAspire

The Philosophy of Management. This note sums up the underlying philosophy of management and leadership. This excellent short post by Walter McIntyre outlines the essentials of “I See You” Management – a great way to build mindset of acceptance, understanding and trust!

Companies Expand Commitment to Upskill Frontline Workers but Fail to Maximize Impact

i4cp

Fifty-nine percent (59%) also do not measure and reward managers for developing these workers. While only 34% of organizations reward line leaders who encourage workers to take advantage of provided opportunities, it's a practice that is 2.5x

Managers need recognition, too! 3 steps for employee retention

Achievers

Dear Lonely, Employee retention can be a very difficult issue, but we do know that employees don’t leave jobs: they leave managers. The culture created by managers can make or break employee retention. One of the most effective ways to combat employee loss is to hold managers accountable for the culture of their departments. Amongst a company’s leadership, managers should be the most in touch with the culture in their departments. Dear A Advisor, I need your help!

How Who’s In Charge Affects Your Bottom Line

Insperity

Managers take their cues from above, and if those cues are detrimental to having a productive and contented workforce, they can damage literally every department in a company and, inevitably, customer relations as well,” says Mag Retelewski, president and founder of Clarteza, a consumer strategy firm. Most management teams understand hard work and the need to face challenges, Bricker says, and they appreciate leadership that provides support and accountability. “[If