DerekIrvineGloboforce - All Comments

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.

re: Why the Performance Appraisal Is Broken

rob.wheatley — Tue, 17 May 2011 13:02:02 GMT

I couldn't agree more - the process is broken in every company I have ever worked in.

Personally, I think the real motivation for doing it has been lost and it has become a process that "you just have to do". The tools (or lack of them) used for executing the process are lacking, which makes the whole task painful and (therefore) infrequent. Once you are in this situation, it all becomes rather toothless.

In my mind, the real motivation for having a performance management process in place is to improve the overall performance of the company. Use it to provide staff direction, motivation and a sense of contribution. With infrequent, paper based processes, achieving this is nearly impossible.

What follows may seem like a shameless plug, but I do feel that many companies are missing an opportunity by not having a strong performance management process. I felt so strongly about this, I set-up Cogendo ( http://www.cogendo.com ) We produced PerformanceHub, an online tool that performance management back the teeth it lost somewhere along the line between creation and execution.

Find out more at http://www.cogendo.com/PerformanceHub.html

Rob.

What sort of creature is The Grinch?

Copious-Systems — Wed, 01 Dec 2010 16:02:17 GMT

Someone referenced this post to answer question "What sort of creature is The Grinch?"...