Employees want to receive feedback, but the way that managers interpret this widely varies. This slideshare helps define a feedback process that drives organizational success and allows for real change.
10 Ways Your Boss Kills Employee MotivationOfficevibe
This document outlines 10 ways that bosses can kill employee motivation, including micromanaging employees, focusing only on mistakes, dismissing new ideas, holding useless meetings, making empty promises, telling inappropriate jokes, not keeping their word, measuring employee success in the wrong way, setting unrealistic deadlines, and playing favorites. The document encourages bosses to listen to employee concerns to better motivate them.
9 Unique Traits of High-Performing TeamsWeekdone.com
High-performing teams have several traits in common that make them successful. Some of the key traits include embracing diversity of backgrounds, prioritizing work-life balance for all members, and maintaining laser-like focus on goals. These teams also engage well together both during formal meetings and outside of meetings through open communication. Fostering strengths of all members, healthy debates, and group cohesion are other characteristics of top teams.
How to Master Difficult Conversations at Work – Leader’s GuidePiktochart
Confrontation and having difficult conversations with employees is one of the hardest jobs of a leader. Learn how to approach them using the GROW acronym:
G is for Goals
Start every difficult conversation by stating its purpose
R is for Reality
State the reality of how the person is performing or how he or she is behaving.
O is for Options
Lay out a few options to help this person improve.
W is for Willingness
Ask this person what they would do and give them time to respond
Here's the full article about it: https://piktochart.com/blog/master-difficult-conversations
Let us know how you approach difficult conversations!
This is the first SlideShare adaption of Timothy E. Johansson's 100 Growth Hacks in 100 Days. The growth hacks that's included in the slide are 1 to 10. Timothy is the front-end developer at UserApp (www.userapp.io).
Productivity Facts Every Employee Should KnowRobert Half
Tuesday is consistently found to be the most productive day of the week for employees according to multiple surveys of HR managers and executives over several decades. Employees are generally least productive between 4-6pm and the week before a major holiday. Taking vacations can boost productivity as employees tend to be more productive after a vacation when returning well-rested and recharged.
24 Productivity Habits of Successful People - by @prdotcopr.co
These are the history’s most successful people. Being so successful, they must have failed more than others. They must have found how to make it work - in how they lived, their routines, their failures and their habits. Let’s look for theif formula for success, the tips and tricks they used to be successful at what they did best. Anything you may find inspiring?
Article: http://academy.pr.co/127380-24-productivity-habits-of-successful-people
Inspired by: https://medium.com/life-learning/25-daily-rituals-of-history-s-most-successful-d87f1cf43077
Created by: http://pr.co
10 Insightful Quotes On Designing A Better Customer ExperienceYuan Wang
In an ever-changing landscape of one digital disruption after another, companies and organisations are looking for new ways to understand their target markets and engage them better. Increasingly they invest in user experience (UX) and customer experience design (CX) capabilities by working with a specialist UX agency or developing their own UX lab. Some UX practitioners are touting leaner and faster ways of developing customer-centric products and services, via methodologies such as guerilla research, rapid prototyping and Agile UX. Others seek innovation and fulfilment by spending more time in research, being more inclusive, and designing for social goods.
Experience is more than just an interface. It is a relationship, as well as a series of touch points between your brand and your customer. Here are our top 10 highlights and takeaways from the recent UX Australia conference to help you transform your customer experience design.
For full article, continue reading at https://yump.com.au/10-ways-supercharge-customer-experience-design/
What does the future look like? Is it a dark space where we’re suffering from varying degrees of techamphetamine or are we heading towards a Utopian fantasy of abundance and harmony?
Understanding that our basic human needs and wants barely change, we explore the future state of a range of topics; from our need for physical sustenance through to our age-long fascination of transcending the limitations of our biology.
Looking at the future from a human perspective, our potential for greatness is teetering on a fine line between darkness and hope. We’re banking on the latter.
This document discusses better collaboration between agencies and clients. It notes that historically, agencies did not provide clients with a full understanding of the creative process or ideas, and clients did not know how to properly evaluate work. It advocates that agencies start presentations with the agreed upon creative brief to provide necessary context before presenting ideas. Agencies should tell a story that bridges the brief to the final idea, giving clients a complete understanding. The document also provides models for properly evaluating ideas and ensuring collaborative discussions between agencies and clients.
The document provides an overview of Objectives and Key Results (OKRs), including:
- OKRs are goal-setting frameworks used by large, fast-growing companies consisting of objectives (what to achieve) and key results (how to measure achievement).
- OKRs originated from concepts like management by objectives and SMART goals, and were popularized by companies like Intel and Google.
- Effective OKRs are focused, align teams/goals, have commitment to tracking results, and stretch goals. Regular check-ins help with transparency and progress.
- The document outlines best practices for writing OKRs and implementing them in organizations through quarterly and annual goal-setting.
Discover The Top 10 Types Of Colleagues Around YouAnkur Tandon
The best part being with different colleagues is we learn a lot from them. Good or bad, sooner or later, better or best, we learn something unique from the different personalities working with and around us at our workplace. Read more interesting content, at www.thecareermuse.co.in - We intend to inform and inspire recruiters, job seekers and anyone with an interest in the workplace and HR technology.
Hope you enjoyed reading the Infographic.
Feel free to share your feedback with us at @CareerBuilderIn
Love reading comics? You're not the only one. What about these stories about super-beings keep our eyes glued to the pages and our minds salivating for more? We explore in this deck how comic writers use these storytelling techniques and how you can apply it in your presentation.
This is a deck we share with all new hires.
It's about the front line of the service relationship.
Thought we'd share it out there and see what people think.
11 Stats You Didn’t Know About Employee RecognitionOfficevibe
Recognizing employees is one of the most overlooked facets of managements that even great leaders sometimes forget about. Without a good employee recognition strategy, people will feel unappreciated and build up stress.
In fact, the number 1 reason why most Americans leave their jobs is that they don’t feel appreciated . The last thing you want is to have high employee turnover because of poor employee recognition.
Officevibe put together some incredible statistics about employee recognition.
Read more on Officevibe blog:
https://www.officevibe.com/blog/employee-recognition-infographic
Learn more about Officevibe, the simplest tool for a greater workplace:
https://www.officevibe.com/
Follow us on Facebook:
https://www.facebook.com/officevibe
Fight for Yourself: How to Sell Your Ideas and Crush PresentationsDigital Surgeons
Don't let your blood, sweat, and pixels be overlooked, great creative doesn't sell itself.
Every presentation is a story, an opportunity to sell not just your work, but what people actually buy — YOU.
This presentation will walk viewers through three core aspects of winning at any presentation, Confidence, Comprehension, and Conviction.
These concepts, central to your work as a creative professional, are backed by science and bolstered by thoughts from some of the world’s leading creative professionals.
The document discusses best practices for libraries to embrace social media and online engagement. It recommends that libraries 1) listen to their communities online, 2) use basic online communication tools like adding pictures and being conversational, and 3) get involved in doing community events with less control and more interaction. The goal is to transform libraries into places that have more face-to-face interactions and connections by being present online.
10 Steps great leaders take when things go wrongGetSmarter
The document outlines 10 steps that great leaders take when things go wrong: 1) Accept that failure is inevitable. 2) Confront failure by reflecting on mistakes. 3) Be vulnerable by openly admitting mistakes. 4) Fail forward by changing perspectives and learning from failures. 5) Recover fast by helping people understand problems and providing solutions. 6) Fight back by rising above failure and looking for opportunities. 7) Make tough choices by deciding whether to abandon or continue with mistakes. 8) Realize their responsibility to influence others positively. 9) Take one for the team by supporting risky decisions. 10) Know when to take a step back to reflect on lessons learned.
10 Practical Ways to Be More Efficient at WorkWeekdone.com
Efficiency has always been an ongoing process that you will keep fine tuning for the rest of your life. However, when it comes down to being efficient at work, there are whole industries coming up with solutions. We at Weekdone gathered the 10 best ways to be more efficient at work that we believe to be simple, practical and proven to make you more efficient at work.
How satisfied are you about the impact you have in your work and life? This is a talk for UX in Antwerp, sharing my personal story & learnings. I end the presentation with questions to ask yourself on your mission, role and impact.
Product Owners, Scrum Masters, Agile Coaches, Unicornios y otros seres mitoló...Thinking With You
Este documento habla sobre los principios de la agilidad y Scrum. Explica los roles clave como Scrum Master y Product Owner y los retos que enfrentan los equipos ágiles como entregar funcionalidad cada 2-3 semanas, automatizar pruebas, fomentar la comunicación y auto-organización. También discute cómo las emociones y necesidades humanas influyen en el cambio y cómo los facilitadores pueden ayudar a las personas a superar sus miedos al cambio entendiendo mejor sus contextos y perspectivas.
Este documento describe un taller sobre el uso de sueños, historias y dibujos como herramientas avanzadas en coaching ejecutivo y personal. El taller enseñará a interpretar estas herramientas para ayudar a los ejecutivos a desarrollarse profesionalmente y alcanzar nuevos objetivos. Se llevará a cabo en sesiones grupales e individuales de supervisión en línea.
El documento describe los diferentes tipos de sistemas de gestión de competencias directivas y los desafíos asociados con su implementación. Explica que el coaching es una herramienta clave para ayudar a los directivos a desarrollar sus competencias, pero requiere un cambio cultural profundo y el apoyo continuo de los gerentes superiores. También destaca la importancia de alinear las competencias con los valores de la empresa y utilizar sistemas de evaluación y seguimiento adecuados.
Este documento presenta una sesión de coaching de equipos ágiles que tuvo lugar en Madrid en mayo de 2011. Incluye diapositivas que guían las discusiones del grupo sobre temas como el funcionamiento del cerebro humano, la motivación, los equipos, el liderazgo y el cambio. El objetivo parece ser ayudar a los participantes a desarrollar habilidades blandas para trabajar de manera más efectiva en entornos ágiles.
El documento presenta los conceptos clave sobre las Oficinas de Gestión de Proyectos (PMO) según los estándares del Project Management Institute (PMI) y la investigación empírica. Las PMOs pueden tener diferentes estructuras, roles y tipos dependiendo del contexto organizacional. La investigación muestra que no hay consenso sobre las mejores prácticas de las PMOs y que factores como el reconocimiento de su pericia y la colaboración con otros son más importantes para su rendimiento que sus características estructurales.
Taller de generación de ideas y modelos de negocio basados en el business mod...fernandomilla.es
El Canvas Business Model, es una herramienta empresarial de gestión estratégica. Permite inventar, describir, diseñar y pivotar un modelo de negocio en escenarios pioneros, con incertidumbre o cambiantes.
En este taller se darán a conocer técnicas creativas para generar ideas y aplicar el Canvas Business Model a las mismas, permitiendo definir diferentes modelos de negocio alrededor.
El taller está dirigido a emprendedores, intraemprendedores, directores de proyectos, consultores, responsables de proyectos, gestores de equipos, gerentes de empresas, equipos de desarrollo, creativos, diseñadores y aquellas personas y profesionales que quieran utilizar Canvas Business Model en la generación de ideas y en la creación de modelos de negocio.
En el taller será eminentemente práctico con ejercicios individuales y en grupo, y se abordarán los siguientes puntos:
- El ciclo idea-oportunidad-modelo de negocio-plan de empresa
- Modelos de negocio: que son y qué tipos hay
- Explicación y debate acerca de modelos de negocio en empresas de diferentes sectores.
- Que es el Canvas Business Model: los nueve bloques de construcción
- Práctica: Canvas de empresas conocidas
- Práctica: Mi primer Canvas Business Model.
Paying for Performance: a Critical Tool to Fuel Both Individual and Organizat...BambooHR
This document discusses the importance of paying for performance as a tool to fuel individual and organizational success. It defines pay for performance as linking pay, in whole or in part, to individual, group, and organizational performance. It explores the benefits of pay for performance such as cost efficiency, recruiting/retention, building trust and driving results. It also provides tips for developing effective performance management and compensation strategies that align with organizational goals and culture.
Design thinking aplicado al diseño de experiencias de servicio. Herramientas de innovación. Charla en Evento Gedestur. GAM Santiago. Chile
Diego Rodriguez Bastias, Gerente Consulting Design
El documento resume los 9 pilares de los hábitos de la excelencia de Stephen Covey. Estos incluyen: 1) cambiar desde adentro hacia afuera, 2) ética del carácter vs ética de la personalidad, 3) paradigma, 4) continuum de madurez, 5) reacción vs respuesta, 6) tener, hacer y ser, 7) círculo de influencia vs círculo de preocupación, 8) equilibrio entre producción y capacidad de producir, y 9) hábito. El documento explica cada pilar y su relevancia para el coaching.
Documento PDF con los contenidos que componen el seminario virtual "Cómo hablar en público" impartido por INESEM Bussiness School durante los meses de junio y julio.
El documento habla sobre la necesidad de construir empresas ágiles centradas en las personas para liberar el potencial humano. Propone que los líderes deben adoptar nuevos roles como catalizadores, arquitectos y entrenadores para diseñar organizaciones en red que fomenten la colaboración, innovación y desarrollo de habilidades a través de la diversidad. Finalmente, sugiere que los líderes deben mejorar la comunicación emocional, el trabajo en equipo y brindar apoyo para gestionar personas en el nuevo entorno empresarial.
Presentación Webinar "Puntos Clave en la Eficacia de la Administración y Ge...Inesem Instituto Europeo
Este documento describe los objetivos y contenidos de un curso sobre gestión sociosanitaria. Explica conceptos clave como gestión, gestor, planificación, líneas estratégicas y herramientas de gestión. También cubre temas como comunicación, liderazgo, toma de decisiones y evaluación de indicadores. El objetivo general es proporcionar conocimientos sobre gestión sanitaria y las competencias requeridas de un gestor.
La Comunidad de Madrid inició el Proyecto Municipa para dotar a 150 municipios pequeños de servicios de e-administración. Telefónica proporcionó la plataforma LocalTIC para ofrecer información, participación y trámites electrónicos a los ciudadanos. Esto permitió a los municipios mejorar la interacción con los ciudadanos y simplificar la gestión administrativa sin necesidad de infraestructura propia.
Como Incrementar La Productividad Con 4 Coloresmiguelalmcoach
Taller en abierto en el que se presentarán herramientas para la mejora de la Productividad Laboral, ayudando a las personas a mejorar la Eficacia a la hora de hacer el propio trabajo y las habilidades para las relaciones interpersonales ... usando 4 colores
Este documento presenta una introducción a los conceptos de Earned Value Management, Risk Management, Lean Startup y metodologías ágiles como Scrum y Kanban. Explica el proceso de transformar una idea de negocio en un proyecto desde el modelo de negocio hasta el desarrollo ágil del producto mínimo viable, con énfasis en el aprendizaje validado y la capacidad de pivotar o perseverar. También cubre temas como el valor frente al desperdicio y la necesidad de una organización adaptativa en las startups.
Presentación de servicios que ofrece Fernando Millafernandomilla.es
Este documento presenta a Fernando Milla como un grupo de profesionales que trabajan en red para ayudar a las empresas a mejorar y crecer mediante la innovación y la tecnología. Gestionan proyectos de forma integral, hacen consultoría estratégica, piensan e implantan soluciones innovadoras, y forman profesionales en entornos novedosos.
Reinventing Performance Management - How to do it rightBambooHR
Performance reviews have a bad rep—and often for good reason! This slideshare looks at how 100+ professionals and managers view performance reviews and how we can do them right.
Roger Ferguson gives a presentation advocating for changes to traditional annual performance reviews. He argues that current review processes are ineffective and do not improve employee performance or provide value. Ferguson cites research showing that managers spend hundreds of hours on reviews with little return, and that most employees do not believe reviews help them. As alternatives, Ferguson suggests eliminating reviews altogether or adopting a new "Big Five Performance Management" hybrid model. He urges HR professionals to examine their own review processes critically using data, be open to change, and seize the opportunity to improve this important function and be seen as heroes within their organizations.
Finding, Hiring and Engaging Superstar Employees for Your Small BusinessKabbage
If you’re a small business owner, you spend a lot of your time wearing many hats. One of them is the human resources (HR) hat that requires you to recruit, hire, train, evaluate, compensate, and engage with employees – all while you are managing everything else. With so many moving components, how do you achieve HR excellence in a small business?
This presentation covers the five best practices that small business owners should execute to find, hire, and engage superstar employees
The Power of Stay Interviews for Employee Engagement & RetentionBizLibrary
At first glance, stay interviews seem way too simple. Can managers really keep employees longer and cause them to work better, just by asking how they can help?
The answer is “yes”, and research tells us stay interviews can drive turnover down by 20% and more, and also improve employee engagement.
The reason is simple: Stay interviews help managers build trust with their teams. Well-respected research calls out these findings:
Voluntary turnover is skyrocketing in the U.S
Employee engagement has been flat for 15 years
Companies continuously survey employees and implement new programs to “fix” things
…All while employees most want a manager they can trust.
In fact, U.S. companies spend $1.5 billion each year to fix engagement but work around managers rather than through them…and hence make no progress at all.
Stay interviews offer retention and engagement solutions that cannot be achieved with employee surveys or exit surveys. These interviews are conducted one-on-one, put managers in the solution seat, and provide focus on top performers.
To be most effective, stay interviews must be implemented as a process rather than a one-time, solitary event. This process includes assigning managers retention goals, providing stay interview training to build probing skills, training managers to build effective, individualized stay plans, and forecasting how long each employee will stay.
What You’ll Learn
The value and limitations of employee surveys as they provide data but not solutions.
Study data that drives home the importance of supervisor effectiveness as the linchpin that drives each individual employee’s engagement and retention.
The value and techniques for converting engagement and retention to dollar values rather than continue to report them only as scores and percentages which fail to drive executive action.
Specific stay interview tools including questions to ask, data to record, and potential solutions.
The four required skills leaders must learn to make their interviews successful.
How to develop a tool to forecast employee turnover based on interview results.
This session is based on the presenter’s book, The Power of Stay Interviews for Engagement and Retention, which is Society for Human Resources Management’s top-selling book in history.
This document provides information and guidance for supervisors on engaging, communicating, and building relationships with employees. It discusses the importance of employee engagement and effective communication. Some key points include:
- Employee engagement involves psychological investment in work and commitment to the organization. Engaged employees are more productive and less likely to be absent.
- Communication is critical for supervisors, who spend 80% of their day communicating. Poor communication negatively impacts productivity, collaboration, motivation and engagement.
- Relationship building is important for developing trust, respect, and a supportive work environment. Strong relationships provide benefits like better teamwork, networking opportunities, and a more positive work culture.
- The document offers tips for supervisors on recognizing engaged behaviors,
In this file, you can ref useful information about comments on performance appraisal such as comments on performance appraisal methods, comments on performance appraisal tips, comments on performance appraisal forms, comments on performance appraisal phrases … If you need more assistant for comments on performance appraisal, please leave your comment at the end of file.
The document discusses performance appraisal in the IT industry. It examines popular appraisal methodologies like 360 degree feedback and bell curve systems. Over the past 5 years, average IT salaries have increased 10% annually. Future salary growth over the next 3 years is expected to be 6-9% overall, with higher compensation for skills in emerging technologies. There is a linkage between appraisal systems and attrition rates, as unfair appraisals can increase dissatisfaction and attrition. The document recommends considering potential in addition to performance, focusing on team performance, and providing regular coaching and feedback to improve engagement.
Create the happier employees in the world - Employee experience vs. Customer ...Jaakko Männistö
This document summarizes a webinar on employee experience and its relationship to customer experience. It discusses how employee experience impacts customer experience, why employee experience is important, and how to measure and develop employee experience. Specifically:
1) Happy, engaged employees directly impact customer satisfaction because employees will treat customers similarly to how they are treated. Measuring employee experience provides insights into customer experience.
2) Prioritizing employee experience leads to higher profitability, growth, and engagement. Companies should focus on employee experience before customers and shareholders.
3) To improve employee experience, companies should regularly survey employees, analyze feedback, set goals to address issues, and communicate results to employees. Frequent, short surveys and
In this presentation, we cover the 5 signs of a disengaged employee. These are some of the things Business Leaders need to keep in mind when trying to engage and retain their employees.
Build it | Glenn Elliott & Debra Corey | A guide to the best Employee Engagem...Muhammad Nizam Uddin
Build It: The Rebel Playbook for World Class Employee Management by Glenn Elliott (A software engineer by training and MBA drop out by choice, it took a ten-year corporate career for him to understand how employee disengagement feels.) & Debra Corey (Author, speaker, global rewards director and employee engagement rebel).
Transition from Annual Performance Evaluations to an Atmosphere of Coaching:
1) Realize the flawed nature of the performance appraisals.
2) Take the steps to get out of your current situation.
3) Identify the common threads of coaching and development.
4) Learn to identify job fit and specialized knowledge about employees.
5) Determine job fit and compatibility with co-workers.
How to prepare for the Non Executive Director Interview Richard Davies
I share practical tips to help you increase your chances of landing and being successful in an interview for a NED or Non Executive Director position. This is also available as a webinar with Q&A on BrightTalk
https://www.brighttalk.com/webcast/14157/369031?utm_campaign=knowledge-feed&utm_source=brighttalk-portal&utm_medium=web
Next-level Coaching: Breaking the Law of Limited PerformanceIntegrity Solutions
Coaching is key to helping managers achieve long-term organizational learning outcomes. But myths and misconceptions about coaching often limit managers’ effectiveness – and, ultimately, the performance of the people they should be coaching. Learn how to break the law of limited performance. Help your managers uncover their fundamental motivations for coaching, and give them the tools to develop a more productive leadership style.
For most of my career I had no idea how to stem passive-aggressive behavior, management insecurity, laziness, lack of foresight, pessimism, complaining, or poor quality work.
In this file, you can ref useful information about performance appraisal best practices such as performance appraisal best practices methods, performance appraisal best practices tips
In this file, you can ref useful information about performance appraisal best practices such as performance appraisal best practices methods, performance appraisal best practices tips, performance appraisal best practices forms, performance appraisal best practices phrases … If you need more assistant for performance appraisal best practices, please leave your comment at the end of file.
Map Out the Trends of Your Top People
Engaged sales people produce 28% more revenue
Source NCFC
The Recruitment Blueprint™ helps you map out the trends of your most successful people.
At a glance you can identify the behavior, cultural fit and aptitude. Quickly evaluate the people that fit culturally and perform well. Identify skills gaps and training needs at a glance.
Create actions plan, set deadlines and record the results while you continuously build a knowledge base of how to build the dream team.
Contact us now for a free trial.
Use the Attrition & Average Fee Calculators to work out the true costs of recruiting.
This seminar will provide insights on analytics-based assessments of workforce diversity and guide organizations on how analytics can provide a new ‘system of record’ for workforce diversity measurements and assessments.
At the end of this seminar, participants will be able to:
a. How analytics can provide a ‘single source of truth’ for workforce diversity metrics and assessments
b. How workforce analytics can provide a conduit to organizational transformation
c. How workforce analytics can support inclusion initiatives in global workforces
d. How HR executives can message the strategic value of Diversity in the age of digital transformation
This document discusses employee engagement for non-profit organizations. It begins with an agenda that covers what employee engagement is, ways to enhance engagement, and how to measure it. It then delves into each topic in detail, providing definitions of engaged, disengaged, and actively disengaged employees. It discusses factors that can enhance engagement, such as communication, development opportunities, recognition, trust in management, and team cohesion. Finally, it discusses methods for measuring engagement through surveys and sharing and acting on the results. The overall message is that engaged employees are more productive and committed to their work, so non-profits should focus on understanding and improving engagement.
Similar to 5 Ways to Give Feedback that Elicits Real Change (20)
Building a Compensation Plan for Better RetentionBambooHR
With the global economy teetering on recession in the wake of climbing inflation, it’s critical for business leaders to evaluate employee compensation as a way to maximize employee retention. In this webinar, Nick Gavronsky, Sr. Director of Product Management at BambooHR and Cassie Whitlock, Director of HR at BambooHR, will offer their expert guidance on how to develop the right compensation strategy to help you attract and retain top talent.
Subscribe to our BambooHR webinar series: http://bamboohr.com/HR-Unplugged
Make Time Management Simpler with Time Tracking from BambooHRBambooHR
Tracking time is an essential part of managing time and staying accountable—to your employees, your clients, and the government. But tracking time can take a lot of time, especially when your employees work in different locations or your organization serves multiple clients.
Employee Development in 2023: Trends and Tactics to Retain Good Employees.pdfBambooHR
View this presentation with BambooHR and TalentLMS to learn how to create and implement an effective employee development program, with both sound principles and specific tactics.
How your employee experience will make or break your revenueBambooHR
Join us for this meaningful conversation with Julia Anas, Chief People Officer at Qualtrics, and Aarthi Murali, Chief Customer Experience Officer at M&T Bank as they talk challenges and share real stories as well as strategies to amplify your employee experience to better support your customers and drive serious business impact.
Pay Equity Conversations Don't Have to be UncomfortableBambooHR
Join CEO & Global Executive Coach at Divinely Powered Hakemia Jackson, Bonfire Chief People & Culture Officer Becky Larkin, and Diversity Window CEO Jiquanda Nelson to learn how to identify gaps with your existing pay structures, build fair strategies that support your company goals and culture, and honestly — and compassionately — navigate tough conversations with your leadership team and employees.
Give People the Tools to Perform with BambooHR Performance ManagementBambooHR
See how BambooHR® Performance Management gives you the tools you need to lead and the tools your people need to perform. Our assessments help gather feedback from managers, peers, and the employees themselves with a few targeted questions, enabling conversations that get to the heart of what each person needs to thrive within their role.
Retention in the Face of Recession: Compensation Strategies for a Roller Coas...BambooHR
Join Lexi Clarke, VP of People at Payscale, and James Redfern, CFO at Payscale for the first ever session of our new HR Disruptors conversation series. They'll discuss how you can build a compensation plan that incentivizes candidates, helps retain employees and makes your executive team breathe a sigh of relief.
Your employees need accountability for their hours worked. You need a way to provide that accountability without bogging everyone down in checking the accuracy of working hours. BambooHR Time Tracking® bridges that gap, saving hours of work while keeping your numbers accurate.
Gain Better Insights with Reporting + Payroll in BHRBambooHR
Reporting is a must-have functionality when it comes to payroll. Payroll admins need to be able to quickly and easily create actionable reports—not only for informing business strategy, but to carry out essential tax functions, ensure future payroll runs, and more. And when it comes to presentations, who doesn’t love generating a beautifully organized goldmine of targeted insights with a mouse-click?
How BambooHR® Makes Payroll Fast, Easy and Accurate.pptxBambooHR
This document provides an agenda for a BambooHR webinar on payroll. The webinar will include a customer testimonial from Ken Andresen on using BambooHR payroll. Austin Goff from BambooHR will then demo the payroll and reporting features. Finally, there will be a live Q&A session. The document also lists additional payroll resources and encourages following BambooHR on social media after the webinar.
Tracking time is an essential part of staying accountable—to your employees, to your clients, and to the government. But tracking time can take a lot of time, especially when your employees work in different locations or your organization bills clients based on projects or hours.
Performance management is a process, not a single task. And in order to succeed, each step in that process has to respect your employees’ time, stay accurate, and lead to meaningful insights or changes where needed. That’s where BambooHR® Performance Management comes in.
Better Together: How Three BambooHR Add-ons Work Best When CombinedBambooHR
The document outlines an agenda for a webinar on BambooHR products. It will include demos of time tracking, payroll, and performance management features from BambooHR product managers. There will also be a live Q&A session. The webinar aims to provide information on BambooHR add-on features and resources through the presentations and discussion.
Mastering Mobile Time Tracking with BambooHRBambooHR
Tracking time with full accountability can be a tall order, especially for employees who do their work in the field or off site. How do you make time tracking easy for remote and in-office employees while ensuring accuracy for your records? It’s going to take more than a dusty time clock.
Payroll Panel Streamlining Your Compensation with BambooHR Payroll.pptxBambooHR
Payroll is the keystone of any organization. When it’s consistent, solid, and supported, you can build an amazing workplace where employees have full confidence in their employer—the first requirement for employee retention.
Mastering Hourly Payroll with BambooHR.pptxBambooHR
Having Payroll and Time Tracking in BambooHR makes gathering hourly payroll information and submitting it correctly much simpler. There’s less room for errors and more breathing room in your payroll schedule with all your personnel data, hourly data, and payroll processing in a single system.
BambooHR Kalie Whitaker Total Compensation Webinar Slide Deck—5_18_2022.pptxBambooHR
The Great Resignation has a lot of businesses rethinking their retention strategies, but you don’t have to reinvent the wheel to convince your people you value them. You just have to show them you’re already investing in their success—not through unread paystubs, but with a personal explanation of everything your organization provides.
a Holistic Approach to Performance Management and Employee Satisfaction with ...BambooHR
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11. Employee Feedback Statistics
• 14.9% lower turnover rates in companies that
implement regular employee feedback.
• 2X as likely to be actively disengaged if employees
are ignored by their manager.
• 65% of employees said they wanted more feedback
• 58% of managers think they give enough.
• These statistics show that there is clearly something
wrong with the way feedback is done in most
companies.
(source: https://www.officevibe.com/blog/infographic-employee-
feedback)
13. What they found was that by roughly a three
to one margin, employees believe that
constructive feedback does more to improve
their performance than positive feedback.
14. Frequent Feedback
is the Key
Annual performance review is way too long
to wait for feedback. Feedback needs to be
frequent and sincere.
16. Expedia
“The hope was to create a performance culture that would help to improve
both individual and team performance and ultimately drive business results.
The emphasis would now be on frequent feedback and coaching and to
evaluate the here and now, not just the results.”
- Karen Crandall, Former Director of Compensation
17. Twilio
“We don’t wait until the annual performance review to give feedback. You
never want to have a surprise. This is especially important with millennial
workers, who really want feedback. They want to always be learning,
always be growing, and they’re looking for that constant feedback. It’s not
that they’re looking for constant praise, but rather they want to keep score.
They want to know how they’re doing.”
- Jeff Lawson, CEO
18. Adobe
”The check-in is far more informal. While the check-in process is regular
and on-going, it starts at the beginning of the year, since it’s tied to people
having yearly expectations.”
- Donna Morris, SVP
19. Deloitte, Accenture, and even GE are
now starting to move away from annual
reviews to more frequent feedback.
20. Instead of annual reviews,
have regular one-on-one’s
(most people do it monthly)
21. OneOnOneMeetings
• 1 hour meeting once a month to discuss informally anything
on an employee’s mind.
• This is NOT a performance update. This is a conversation
that is about making the employee happier and more
productive at work.
22. Companies Swear By ThisProcess
“…if Tim doesn’t meet with each one of his employees in the
next 24 hours, I will have no choice but to fire him and to fire
you. Are we clear?”
– Ben Horowitz, The Hard Things About Hard Things, pg. 102
Many well known companies including HubSpot, Moz, and
Atlassian, use them, too.
23. HowTo RunYour One-On-One
• 10-minutes: Informal catch up
• 20-minutes: Employee’s agenda items
• 20-minutes: Manager’s notes and questions
• 10-minutes: Action plan and next steps
Action Plan IsMostImportant
• What can I hold you accountable for next time we talk?
• What can I be accountable to you for the next time we talk?
25. Culture is the story we tell ourselves,
and each other, about where we work.
26. - Corporate Culture and Performance
John Kotter & James Heskett
• Increased revenues four times faster
• Had 7 times higher job creation rates
• Increased stock prices 12 times faster
• Had 750 percent higher profits
• Grew net income by 700 percent
• Doubled customer satisfaction
• Reduced turnover
Organizations that made culture an
integral part of their strategy…
27. Feedback: part of your narrative
How welcome is it?
How is it received?
How often is it acted on? How often is it solicited?
How often is it given?
How is it given?
28. 1. Partner with managers
2. To create a feedback culture, create a culture for feedback
3. Ask, ask some more, then keep asking
4. Reward and recognize feedback
5. Cultivate trust
6. Architect feedback opportunities
Tips for getting started
29. “Like any habit, implementing an employee feedback
system may take a bit of time to get used to. But the
payoff is big—empowered employees, increased
productivity and extraordinary innovation.”
-David Hassell, CEO
31. Avoid Leading Words
• Consider this example:
• “We recently updated our intranet to be easier to navigate
and more user-friendly. What do you think of it?”
• Instead, keep your question neutral and simply ask “What
are your thoughts on the new intranet?”
32. The more questions you ask, the less time
your respondents spend, on average,
answering each question.
- SurveyMonkey Research https://www.surveymonkey.com/blog/2011/02/14/survey_completion_times/
33. Ask Open Ended Questions
The easiest thing to do is to ask closed questions like
multiple choice and opinion scales, but you’ll get the most
value from open-ended questions that let employees speak
their minds freely.
34. Only Ask What’s Necessary
• Be relentless in removing questions from your survey.
Only ask what’s absolutely necessary.
• Any distractions or other noise will only dilute the quality
of what you’re really looking for.
• Always start with the goal in mind.
35. Anonymity
Unfortunately, there’s so much fear in most cultures
that we need to give employees an anonymous voice
to express what’s on their mind.
38. Performance Reviews
of performance reviews end up
decreasing employee performance
-– Psychological Bulletin
of executives believe their current
program doesn’t result in performance
or engagement. – Deloitte
30%
58%
of companies are now reconsidering
their performance strategy. – Bersin70%
of companies surveyed think
performance reviews are worth their
time – Deloitte
of HR executives say yearly
evaluations are useful. – Deloitte
6%
2%
of workers are dissatisfied with their
performance reviews. – Deloitte80%
of employees with highest performance
scores aren’t actually the highest
performers – CEB
2/3 -5% improvement in performance is
all managers believe will be
generated in the process. – CEB
3%
40. “You rate me on ‘Marcus makes decisions quickly’ and
your rating reveals simply whether I make decisions
more quickly than you do.
If you rate me on ‘Marcus is a good listener’ and we
learn only whether I am a better listener than you.
All of these questions are akin to you rating me on
height. Whether you perceive me as short or tall,
depends on how short or tall you are."
Idiosyncratic Rater Effect
- Marcus Buckingham
Harvard Business Review
41. Performance Reviews
• Overgeneralization
• Random measurement error
• Interpretation error
• Idiosyncratic rater effect
• Recency Bias
• Confirmation Bias
• Faulty memory syndrome
• Quantification of past behaviors
is ineffective
• We tend to let it stand for more
than it should
• Negative psychological impact
(defensive and demotivating)
• Too many variables
• Too often rater is unqualified
(doesn’t understand job)
• Shown to decrease morale
• Found to create infighting
• Leads to “gaming” and politics
• Too subjective
• Too infrequent
• Too much focus on past, not
enough on future
• Too costly
• Takes too much time
• Too despised
42. “Performance appraisals are perhaps the most
reviled standard practice in all of management.”
Performance Appraisals
- Peter Cappelli
Wharton School of Management
“Why we love to hate HR” HBR
44. “98%percent of human resources executives say
yearly evaluations aren’tuseful. So why are
companies still doing them?”
Performance Appraisals
- Anne Fisher
Fortune
45. 70% of companies are now reconsidering
their performance strategy - Bersin
49. Increase Cycle Time
Intended Direction Actual Direction
Don’t wait till here
Catch them here
And here
Organizational
Waste
50. Ask Simple Questions
1. Given what I know of this person’s performance, and if it were my
money, I would award this person the highest possible compensation
increase and bonus [measures overall performance and unique value
to the organization on a five-point scale from “Strongly agree” to
“strongly disagree”].
2. Given what I know of this person’s performance, I would always
want him or her on my team [measures ability to work well with
others on the five-point scale].
3. This person is at risk for low performance [identifies problems that
might harm the customer or the team on a yes-or-no basis].
4. This person is ready for promotion today [measures potential on a
yes-or-no basis].
Performance Questions Now Asked By Deloitte
52. The secret to having employees listen
to your feedback is whether or not
they respect you.
Respect is earned, incredibly hard to
get, and requires authenticity.
53. You could have the exact same thing
said by two different people with two
completely different effects.
54. Focus On The Issue, Not
The Person
Example of what not to do:
“I really don’t like your writing style. Your posts are too short and
they add little value to our readers.”
This isn’t constructive feedback, it’s a personal attack.
55. What you should say instead:
“Based on research I’ve seen,blog posts with more than 2,500
words tend to perform better. Maybe we could try to make our
posts a little bit longer?
You can use that extra length to go way deeper into detail, which
should add more value to our readers. That would be awesome!”
56. Make Your Feedback Specific
Example of what not to do:
“Overall, good job on the presentation but I think it could have been
better.
This is so vague. What was wrong with it? Plus, just because you
didn’t like it, does it necessarily mean it was bad? How could it have
been better?”
57. What you should say instead:
“Honestly, great job on the presentation! I really liked how you used
animations to make your point about our Facebook marketing.
One small comment, maybe for next time, would be to put a few more
statistics in there. Try and make it a bit more visual, I think it will have
more of an effect.”
58. Make Feedback A
Positive Thing
• The word “feedback” usually has a negative association.
• The reason for this is because most of our experience with
feedback has been about criticism instead of improvement.
59. • When an employee hears their manager say “I have some
feedback for you” the first thought in their mind is “Oh boy.”
• As a manager, you should approach the feedback process
from an angle of coaching and genuinely trying to make an
employee better.
60. Don’t Do The Feedback
Sandwich
• It doesn't work.
• Usually, the negative feedback is buried and not specific
• Employees only hear what they want. So if you say “You’ve been
doing a great job, but one thing I’d change is…”, they stop
listening after “you’ve been doing a great job.”
• (source - A research paper, “Tell Me What I did Wrong: Experts
Seek and Respond to Negative Feedback,”)
61. "A new market has emerged: Employee feedback
apps for the corporate marketplace. These tools
are powerful and disruptive, and they have the
potential to redefine how we manage our
organizations."
-Bersin, by Deloitte
62. • Our environments are in a constant state of change
• Organizations that evolve, survive
• Feedback loops are the key to evolution
3 Fundamental Truths
63. Thank you!
BambooHR
Free Trial: Try BambooHR to
organize, automate, and
elevate in 2016
We will contact everyone within the next few days with the download URL
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Get the free eBook: "A
Manager's Guide To Giving
Employee Feedback"
officevibe
64. Questions?
Rusty Lindquist
W W W . B A M B O O H R . C O M
Jacob Shriar
W W W . O F F I C E V I B E . C O M
@rustylindquist
linkedin.com/in/rustylindquist
@jacobshriar
linkedin.com/in/jacob-shriar-56199324