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How 3 Companies Are Redefining Performance Management

Tuesday, May 9, 2017

What GE, Adobe, and Google are doing to redefine performance management and how to apply their strategies to your business

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The Annual Performance Review is widely loathed. Josh Bersin, an HR analyst and Founder of Bersin by Deloitte, says, "Our research shows that more than 70% of all organizations dislike the process they have, and I have yet to talk with an employee or manager who likes it at all..." As more companies move to an agile business model, HR must move to toward a continuous performance management strategy that provides employees with ongoing, actionable feedback.

This article covers what three companies have done to redefine their HR performance management strategies and the results they have seen. We'll also show how you can use what these other companies have done to help you redefine the performance management strategy for your business.


How 360 Feedback Software Solutions Address Performance Management Challenges

Tuesday, April 18, 2017

360º feedback is a powerful HR Performance Management (HRPM) tool that can be difficult to implement and maintain. Software innovations in HRPM provide software solutions that aim to make 360º feedback much easier to work with. It is important to understand what 360º feedback is and its limitations before choosing a software solution. An effective 360º feedback software solution should be easy to implement, configure, and use. It should also provide user access management and customizable performance management tools. Moreover, 360º feedback software should also preserve the anonymity of individual reviewers while delivering aggregated data in formats that are easy to understand. Finally, an effective software solution should be able to quickly adapt to changing business needs.  

Conducting Performance Management the Right Way

Tuesday, March 14, 2017

Invest in your best asset: your employees


Engaged and satisfied employees are at the core of every successful company. This shouldn’t surprise anyone. What does perplex and stall many organizations is how to best capture and manage employee engagement and performance. For decades we have been striving to do this, with varying success.


"A lot of our performance management systems don't do a really good job of capturing ideas or insights...They capture hours or things that come off an assembly line, and the world just doesn't work that way anymore." - Brian Kropp - HR Practice Leader, CEB, The 3 Performance-Management Mistakes You Need to Stop Making

The Role Communication Plays in Driving Employee Engagement

Monday, February 13, 2017

Your organization may have all sorts of innovative programs in place to boost employee engagement, but do you capitalize on the simplest yet most effective technique of all - communication?
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There's no doubt that communication is key in terms of employee engagement - get it right and the results will include improved performance, increased employee engagement, and ultimately organizational growth. When employees are fully engaged they're much more likely to show the commitment and loyalty that's needed for a strong, forward-moving business. 

An employee who understands strategic business objectives and goals (not only at a high level, but also where they fit in to the bigger picture), is going to be a much more engaged, motivated, and high-performing one. Here are some of the ways your organization can use communication to boost employee engagement


Why You Should Always be Documenting One-on-One Meetings

Monday, February 6, 2017

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Whatever your organization's employee performance management system, it shouldn't simply be a once yearly event.

Regular one-on-one meetings throughout the year are essential to keep up the momentum of performance improvement, though the one-on-one can often be seen as the formal annual appraisal's poorer cousin. This can lead to planned meetings being missed out if something 'more important' crops up, but it's important to recognize just how valuable they are.

Employee Engagement and The Importance of Clarifying Roles

Thursday, January 26, 2017

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No matter how big or small a business is, employees should always be given the tools to completely understand their role, not only on an individual scale but also how their role fits into the overall structure of the business and organizational strategy. 

You may think that as long as employees have a job description they can refer to they will be OK, but they need more than that to really understand where their role sits. They may well know what their function is and what their day-to-day responsibilities are, but what about where they fit in the grand scheme of things? How do they impact the success of the business as a whole? What role do they play in achieving organizational goals?

Here are some of the reasons having a clear understanding of their role is so important in terms of employee engagement.

Employee Satisfaction Surveys: How to Remove Biases and Collect Proper Data

Wednesday, January 18, 2017

If your organization conducts employee satisfaction surveys, the quality of the resulting data is key to their success. That's why we wanted to take a look at a common issue that comes up in any type of survey or poll, and one that you might have even experienced yourself - non-response bias. 

Even if it's not something you've heard of before, it could still be hurting your surveys. With that in mind let's find out what it is, when it occurs, and the consequences it can have for your employee engagement survey results.

What is non-response bias?

Top 18 Tips for 360° Survey Success

Friday, January 13, 2017

Gain invaluable and trustworthy data with these tips

Welcome to the Knowledge Economy. In today’s complex business landscape knowledge is power. The guessing game is increasingly being taken out of all levels of organizations. It is being replaced by data driven insights and decision making. When it comes to gathering data needed to evaluate employee engagement and performance, companies are finding surveys to be one of the best tools in their arsenal.

They are also finding not any old survey will do. The most beneficial survey method available is 360-degree surveying. In 360-degree surveying anonymous feedback is collected from anyone who works with the reviewee on a regular basis: coworkers, subordinates, peers, supervisor. These quantitative and qualitative data points are combined with the employee’s self evaluation survey to accurately and fairly assess the reviewee's overall behavior and performance, organizational effectiveness, employee engagement and job satisfaction.

While it isn’t difficult to administer a beneficial 360 degree survey campaign, successful administrators are finding that not all surveys are equal. There are tried and true best practices that should always be kept in mind throughout the process. We have compiled our top 18 tips to help you on your path to collecting accurate data and gaining invaluable insights.


(Courtesy of themilitaryleader.com)