DerekIrvineGloboforce - All Comments

re: The Ghosts of Performance Appraisals Past, Present and Future

rob.wheatley — Wed, 13 Mar 2013 11:13:18 GMT

I have to go with Steven on this one (Past).

I've seen my fair share of performance management processes, or more precisely, performance management appraisal forms. Scary, over engineered, complicated things that would put any rational human off doing appraisals.

You need performance management to help foster the development of people in your organisation. Some managers do this as a matter of course, some don't. You need a process which records the fact that performance management is being done so that you *know* your managers are doing it and doing it well. You can't rely (and I have heard this argument) that managers do it "because that's what they are paid to do". I find this argument crazy. In fact, I was talking to a large cosmetics company recently who introduced an online performance management process. Their biggest learning from doing it was that there were a handful of really bad managers in their organisation and the process exposed that. Some they helped, some they removed from management.

Keep it simple, keep it focused. Ensure everyone knows why you are doing it and clearly communicated the benefits to the employees. If they know what they are getting out of it, then you will get much better buy-in. By this, I don't mean "do it to get a rating so we can calculate your bonus." I mean all the other things that performance appraisals give.

Rob

CEO Cogendo

http//www.cogendo.com

re: Recognition ROI * Company Culture & Values in Performance Management

rob.wheatley — Wed, 13 Mar 2013 11:00:10 GMT

Why can't the performance management process be aligned more closely with operational deliveries? If done properly, you should see an increase in focus and alignment in the workforce, leading to a measurable ROI. Not only that, but performance and development objectives are more likely to be achieved because:

A) They can be done as part of the 'day job' instead of some ancillary task that will always have a lower priority that the day job

B) Employees will be assessed against work they actually did rather than what they say they would do 12 months earlier when the objectives were set.

I've often heard the argument that objectives should not reflect the day job because that is described in the Job Description, but the more I look at this, the more I think this doesn't make sense. If your performance is not measured against what you are there to do in an organisation then recording it, measuring it and finding ways to improve it will always be a lower priority and reluctantly done (if at all),

Rob

CEO Cogendo

http://www.cogendo.com

re: 3 Tips for Onboarding the Right Way

Gerpat — Wed, 12 Sep 2012 15:54:34 GMT

Hi,

I would love if my employees could complete their new hire forms electronically. I know that in the US it is quite common for employers to offer this capability to their new employees. Do you know if many UK or European employers are going down this road? If so, is there a company out their that provides electronic versions of the most common types of form that an new employee may need to complete?

Regards

Gerpat

re: 3 Steps to Engage Employees for Increased Productivity

christophgoulds — Thu, 17 Nov 2011 12:54:12 GMT

It's the same old mantra and it genuinely impacts businesses in a positive way, but engagement is still being implemented poorly and managers and leadership are ignoring the need to improve engagement, open communication, improve recognition and invest in training and development of their employees.

The proof of successful engagement is everywhere, but too many businesses still turn a blind eye to it.

re: Employers Can’t Pay Their Way out of Stressful Work Environments

christophgoulds — Tue, 25 Oct 2011 10:21:02 GMT

Any leadership that does believe that statement is doing something very wrong. Nurturing and supporting staff should be the number one priority for leadership, and engagement should be an ongoing concern and have an ongoing strategy. Any less and you're creating a toxic environment for current employees and future employees; an environment that will likely lose the majority of it's most important employees.

re: Employee Engagement vs. Employee Satisfaction

christophgoulds — Mon, 24 Oct 2011 15:49:49 GMT

You're right - they're totally different things, but that's not to say they aren't important in their own right.

re: 3 Reasons to Appreciate the “Little Things” at Work

DerekIrvineGloboforce — Wed, 28 Sep 2011 16:55:51 GMT

Thanks for the validation, Christoph. I couldn't agree more!

re: 3 Reasons to Appreciate the “Little Things” at Work

christophgoulds — Mon, 19 Sep 2011 08:49:59 GMT

A really important point well made. Encouragement and praise is an incredibly powerful motivator that can improve productivity from the ground up. Whilst reward programs actively engage employees, they must never replace managerial support and encouragement.

This should happen all the time, for every little success. A job well done should instantly lead to recognition and praise for workers. The big things, they deserve recognition and reward, but we shouldn't forget how much work it has taken to get to that point, how many successes, how many failures.

re: Global Employee Rewards * Critical Lessons from the Experts

christophgoulds — Tue, 13 Sep 2011 09:48:29 GMT

Love the post and love the links (the compensation cafe article was particularly resonating - dancing?). Completely agree with you on all counts here. Rewards aren't a one size fits all solution to employee recognition and what works for one won't work for many more.

It might not always be lead to employees taking insult but a lack of thought can affect employee/business relationships in a detrimental way.

Great post and some great insights, so thanks for this.

re: Creating a New Culture Identified as Most Important Corporate Goal

steven — Thu, 07 Jul 2011 11:59:26 GMT

Thanks for sharing the information.

___________

Steven

re: 2 Better Questions to Ask to Assess Employees Looking to Leave

DerekIrvineGloboforce — Tue, 28 Jun 2011 15:22:00 GMT

Thanks for sharing, Guarav.

re: 2 Better Questions to Ask to Assess Employees Looking to Leave

gaurav — Mon, 27 Jun 2011 18:17:49 GMT

nice questions...

i also wrote some questions....

searchcrone.com/.../best-and-most-asked-hr-interview-questions

re: Why the Performance Appraisal Is Broken

DerekIrvineGloboforce — Mon, 23 May 2011 19:57:22 GMT

Thanks for sharing, Rob. I appreciate informative links.

re: What’s More Important – Choices or Skills?

DerekIrvineGloboforce — Mon, 23 May 2011 19:55:54 GMT

Thanks for the comment, Shelly. I couldn't agree more.

re: What’s More Important – Choices or Skills?

shelly katyal — Mon, 23 May 2011 15:12:21 GMT

Attitude is a little thing that makes a big difference. Keep the intentions straight and everything in this world is achievable.