Posts

6 Reasons Why Your Company Needs Real-Time Feedback

/ /by

In the news today we’re constantly seeing major companies announce they’re dumping their old performance management systems for more agile solutions. Accenture, Adobe, Deloitte, Gap and Microsoft are just a few of the big names that have upgraded their people management processes based on real-time feedback. You may be asking yourself what the reasons are for this major shift in HR and how it will affect your company? Here we’ll share the six major reasons your company needs an HR revamp.

  1. Stack ranking is out

Stack ranking does not work. Despite its popularity during the 80s, 90s and early 2000s, companies began to realize that it actually works to tear down teamwork by pitting employees against each other and encouraging office politics. Though mounting evidence has been building against the system, it was when founding company GE decided to move away from stack ranking that the evidence became clear. According to the Institute for Corporate Productivity, the number of companies practicing stack ranking plummeted from 49% in 2009 to 14% in 2011.

  1. The Problem with Annual performance reviews

Similarly the annual performance review is already becoming a thing of the past. In today’s rapidly changing work environment employees need advice and training more than once a year. 95% of managers are unhappy with the way performance reviews are conducted in their companies. Furthermore, evidence has proven that the stress caused by annual performance reviews triggers our body’s natural ‘fight or flight’ reaction.

  1. The Need for Better Data and Greater Transparency

Basing assessments solely on annual performance reviews and stack ranking is not only ineffective, but also inaccurate. 90% of HR leaders question the accuracy of the information received. Research shows that two-thirds of performance management systems actually misidentify top performers regardless of forced rankings. The reason for this is that they’re highly subjective. When someone rates you the rating often says more about them than about you. Motivation for example is an abstract concept. If your manager rates you on how motivated you are at work it’s based on what they consider to be high and low amounts of motivation. Business consultant Marcus Buckingham calls this the idiosyncratic rater effect. Studies show this can also result in bias against women and minorities, resulting in low performance reviews and ultimately unequal promotions and pay.

  1. Modern Employees

The skills that companies are looking for in an employee have changed. In the fast pace changes of the modern business world, especially in the tech industry, professional skills have an average life of 2 ½ to 5 years. This means that employees must constantly be learning to keep up with new trends. Even more than technical ability, companies are looking for creative young talent that have a high learning capacity. However, even with the ability to learn quickly, these employees also need managers who will spend more time (more than once a year) on coaching in order to keep up to date with the latest trends.

  1. Millennials

The new generation of workers have the reputation of being disloyal and impatient. This is not necessarily a bad thing. Millennials are smart and tech savvy. This generation is more likely than others to have advanced degrees and, growing up in the social media age, they are always hungry for more information. However, they’re also used to getting answers instantly in real-time. What millennials want is more training and opportunities for development and they have no qualms about job hopping until they find it. In a survey by TriNet and Wakefield Research, 85% of millennials reported they would feel more confident if they could have more frequent performance conversations with their manager.

  1. What we know now about motivation

Employees want to be recognized for their efforts. Showing appreciation for a job well done goes a long way. In a survey 83% of employees found recognition for contributions to be more fulfilling than rewards or gifts. Furthermore, a number of HR experts are now finding that focusing on improving an employee’s strengths, rather than weaknesses, boosts motivation. However, to make strengths based training work managers must have more frequent discussions with employees to help them pinpoint and develop these skills. Managers who know their employees’ strengths are 71% more likely to have employees who are energized and engaged.

To find out more about the benefits of real-time feedback and the best ways to introduce it into your company download Impraise’s free white paper.

A version of this post was first published on the Impraise blog.

 

Photo Credit: SpartanWorkshop via Compfight cc

Employee Engagement: Why Is Gender (Still) A Factor?

/9 Comments/ /by

Written by Elyssa Thome

Fact: Men are more likely to be engaged in the workplace than women.

Does that surprise you? If so, you may want to take a closer look at recent research by Human Capital Institute and Acheivers. The survey was designed to find out more about the factors that correspond with high employee engagement. And the results indicate that today’s most engaged employees are males, age 50 or older, who hold senior-level positions, and have been with an organization for at least 15 years.

Implications For Women

What explains these results? There is no single answer that applies to all companies. Also, employee engagement varies from person to person, for multiple reasons. However, for any of us to engage in our work, we must feel a sense of control over the workload, and believe that our efforts have a direct impact on the company mission.

Not surprisingly, the higher we climb within the workforce, the more likely we’ll experience those key factors of control and meaningful contribution. And employees who have been in the workforce longer and have risen in the ranks to executive levels tend to be males who are 50 or older. The truth is, despite huge progress in gender equality among college graduation rates and even in the level of entry-level jobs, women are still absent from top leadership at most companies.

What To Do?

I work with powerful, fierce, dedicated women every day. They may not be top executives (yet), but they are valuable contributors, and they have tremendous potential. Imagine the impact on business performance if employees like these were more invested in making their company better.

As the U.S. Census Bureau points out, there’s a long way to go before we reach a truly equitable workplace. But we won’t arrive at that goal unless we continue to work toward progress. For example, we can rethink business practices that may erode engagement among women employees. Here are three options:

1) Support Flexible Schedules

While it may not elevate more women to the corner office, schedule flexibility does offer employees of both genders a sense of control that translates to higher engagement. Building in options to work from home or to arrange flexible hours provides a level of personal freedom and responsibility that leads to increased productivity and deeper investment in the company.

2) Promote From Within, When Possible

Don’t overlook existing talent when filling open positions. There is nothing quite as demoralizing as having an unproven manager hired over you, when you’re confident that you can be effective in that role. Investing in the development of current employees and giving them the opportunity to demonstrate return on that investment allows for individual and company growth.

3) Advocate For One Another

More opportunities for female advancement are unlikely to arise unless women proactively champion the concept. My friends and colleagues point to female mentors that provided support, confidence and guidance that led them to high-potential roles. As Sheryl Sandberg points out in her provocative book, Lean In, women have a harder time talking about their own successes, but easily promote the work of others. Use that trait for a greater good. Open the door for employees to recognize one another, and listen carefully.

Addressing women in the workplace more effectively can have a huge pay-off. You’ll likely stop losing top female talent to issues you were overlooking. Also, with a more diverse workforce, your company can expect to be more effective at driving creativity and innovation. Ensure that your organization isn’t unintentionally limiting voices. It all starts with an environment where everyone believes there’s an equal opportunity to contribute.

For more information on what makes an engaged employee, download the full report here.

ElyssaThome-blog(About the Author: Elyssa Thome is a copywriter at Achievers. She has developed expertise in numerous topics, and currently focuses on the human resource space — specifically how to create Employee Success. She has worked with and for powerful, talented, inspiring women, and she hopes to be one herself someday.)

Image Credit: Pixabay

HR Data: What's The Big Deal? #TChat Preview

/ /by

(Editor’s Note: Are you looking for a full overview of this week’s events and resources? See “HR Data: What Really Counts? #TChat Recap.”)

(Also Note: Have you heard the news? Now there’s another reason to look forward to Wednesdays!  STARTING THIS WEEK #TChat Radio moves to Wednesday nights at 6:30pmET — just prior to our popular #TChat Twitter event at 7pmET. So tune-in live, and then join us on stream!)

Better Data = Smarter Choices

Past performance can be a good indicator of future performance, right? Well, when it comes to HR decisions, not necessarily — according to a recent New York Times profile of workforce science practices.

Advances in data collection and analysis are shattering preconceived notions about how to find and manage talent. Increasingly, HR practitioners are looking to data for answers to important business questions. The possibilities span a broad spectrum:

  • Talent Pool Viability
  • Skills + Competency Analysis
  • Hire Quality + Cultural Fit
  • Employee + Contingent Engagement
  • Hiring vs. Workforce Development
  • Workforce Growth Rates + Costs
  • Talent Retention + Turnover
  • Overall Business Impact

So how can you effectively apply data to HR practices? That’s a question we’ll discuss at #TChat forums with two HR data experts:

#TChat Sneak Peek Video

To kick-off this week’s conversation, Christene joined me for a quick G+ Hangout, where she helped clarify the meaning of “Big Data” and its relationship to HR management:

#TChat Events: The Big Deal with HR Data

What do you think about workforce data and its role in business management? Whether you’re an organizational leader, an HR practitioner, or a job-seeker who wonders how data analysis will influence your career, data is increasingly relevant to professional life. So bring your point of view, and join us to share your questions, ideas and opinions to the table this week!

TChatRadio_logo_020813

Tune-in to the #TChat Radio show

#TChat Radio — Wed, June 26 at 6:30pmET / 3:30pmPT

Christene and Andrew join our hosts, Meghan M. Biro and Kevin W. Grossman, for a LIVE 30-minute discussion to examine this topic up-close.

#TChat Twitter — Wed, June 26 at 7pmET / 4pmPT

We welcome anyone with a Twitter handle to join our open, online community, as we exchange ideas live on the #TChat stream to explore this week’s questions:

Q1: Why is Big Data a bit of a misnomer when it comes to HR analytics?

Q2: What’s the difference between data, metrics and analytics?

Q3: What metrics and analytics should HR focus on, and why?

Q4: What can HR leaders do to make a business case for predictive analytics?

Q5: Why should we stop using spreadsheets to analyze talent management data?

Throughout the week, we’ll keep the discussion going on the #TChat Twitter feed and on our new LinkedIn Discussion Group. So please join us share your questions, ideas and opinions.

We’ll see you on the stream!

HR Data: What’s The Big Deal? #TChat Preview

/3 Comments/ /by

(Editor’s Note: Are you looking for a full overview of this week’s events and resources? See “HR Data: What Really Counts? #TChat Recap.”)

(Also Note: Have you heard the news? Now there’s another reason to look forward to Wednesdays!  STARTING THIS WEEK #TChat Radio moves to Wednesday nights at 6:30pmET — just prior to our popular #TChat Twitter event at 7pmET. So tune-in live, and then join us on stream!)

Better Data = Smarter Choices

Past performance can be a good indicator of future performance, right? Well, when it comes to HR decisions, not necessarily — according to a recent New York Times profile of workforce science practices.

Advances in data collection and analysis are shattering preconceived notions about how to find and manage talent. Increasingly, HR practitioners are looking to data for answers to important business questions. The possibilities span a broad spectrum:

  • Talent Pool Viability
  • Skills + Competency Analysis
  • Hire Quality + Cultural Fit
  • Employee + Contingent Engagement
  • Hiring vs. Workforce Development
  • Workforce Growth Rates + Costs
  • Talent Retention + Turnover
  • Overall Business Impact

So how can you effectively apply data to HR practices? That’s a question we’ll discuss at #TChat forums with two HR data experts:

#TChat Sneak Peek Video

To kick-off this week’s conversation, Christene joined me for a quick G+ Hangout, where she helped clarify the meaning of “Big Data” and its relationship to HR management:

#TChat Events: The Big Deal with HR Data

What do you think about workforce data and its role in business management? Whether you’re an organizational leader, an HR practitioner, or a job-seeker who wonders how data analysis will influence your career, data is increasingly relevant to professional life. So bring your point of view, and join us to share your questions, ideas and opinions to the table this week!

TChatRadio_logo_020813

Tune-in to the #TChat Radio show

#TChat Radio — Wed, June 26 at 6:30pmET / 3:30pmPT

Christene and Andrew join our hosts, Meghan M. Biro and Kevin W. Grossman, for a LIVE 30-minute discussion to examine this topic up-close.

#TChat Twitter — Wed, June 26 at 7pmET / 4pmPT

We welcome anyone with a Twitter handle to join our open, online community, as we exchange ideas live on the #TChat stream to explore this week’s questions:

Q1: Why is Big Data a bit of a misnomer when it comes to HR analytics?

Q2: What’s the difference between data, metrics and analytics?

Q3: What metrics and analytics should HR focus on, and why?

Q4: What can HR leaders do to make a business case for predictive analytics?

Q5: Why should we stop using spreadsheets to analyze talent management data?

Throughout the week, we’ll keep the discussion going on the #TChat Twitter feed and on our new LinkedIn Discussion Group. So please join us share your questions, ideas and opinions.

We’ll see you on the stream!

Hiring Is Hard: May The Best Brand Win #TChat Recap

/ /by

The hiring scene today is like two sides of a rolling coin. On one side, five generations of diverse candidates are clamoring for what’s on the other side — a mash-up of full-time, part-time, outsourced and freelance jobs that continue to be redefined on-the-fly by disruptive economic, business and technology forces.

This controlled chaos challenges job seekers to demonstrate professional value through new social channels — while simultaneously challenging employers to recruit the right talent through those same social channels. It sounds like a perfect candidate fit should be easy to find. But as #TChat-ters know, the world of work isn’t perfect — and it leaves a lasting impression, for better or worse.

The Candidate Experience: A Reality Check

Let me illustrate. As a member of The Talent Board Candidate Experience Council, I have more than a passing interest in the topic of hiring practices. And frankly, last year’s CandE Awards insights concerned me. Here’s a good news/bad news slice of life from employers who sought CandE recognition in 2012:

Good News: The so-called recruiting “black hole” (that awkward space where employers fail to share any status or notifications with job candidates) is fading.

Bad News: There’s still room for improvement, even among pace-setters.

– Only 1 in 3 companies ask for feedback from job candidates who don’t advance to the final evaluation round. And +90% of rejected candidates say they weren’t asked for feedback after they learned about their status. This means employers are missing meaningful insight from a broad spectrum of candidates.

– More than 50% of candidates say they’re likely or very likely to tell close friends about their experience — regardless of whether it was positive (74%) or negative (61%). Connect the dots and you’ll see huge implications for employer brands.

So, how can we improve upon today’s standard of practice? That’s exactly why applications for 2013 CandE Awards are being accepted. It’s also why #TChat focused on the topic this week — to encourage creative thinking and knowledge sharing among members of the TalentCulture community. We’ve captured highlights and resources below — feel free to review and comment anytime, and share with others who might benefit.

Together, we can raise the bar — so every brand can win.

#TChat Week in Review

SAT 6/1

GerryElaine

Watch video interviews in the #TChat Preview now

#TChat Preview + Sneak Peek Videos: Our Community Manager, Tim McDonald, introduced this week’s topic in G+ Hangout interviews with our special guests, Elaine Orler, president of talent acquisition consulting firm Talent Function, and Gerry Crispin, staffing strategist and co-founder of CareerXroads. See the videos now in Tim’s post: “Does Your Hiring Process Speak for Your Brand?”

 SUN 6/2

Forbes.com Post: In her weekly Forbes column, TalentCulture CEO, Meghan M. Biro examined some of the key ways companies can recruit top-notch talent by improving their recruiting experience. Read “4 Steps Of Leaders Who Win Stellar Talent.”

TUE 6/4

TChatRadio_logo_020813

Listen to the #TChat Radio show

#TChat Radio: Guests Elaine and Gerry sat down with hosts Meghan and me to examine the candidate experience in detail — the increasing importance of recruiting as a living “face” of corporate brands. Listen to the recording now: “Hiring: The Candidate Experience is Everything.”

WED 6/5

#TChat Twitter: #TChat-ters came together on the Twitter stream to share thoughts, concerns and opinions about the impact and influence of the candidate experience in today’s world of work. If you missed the real-time Twitter action, or would like to review highlights, watch the slideshow below:

#TChat Twitter Highlights: “Does Your Hiring Process Speak For Your Brand?”

[javascript src=”//storify.com/TalentCulture/tchat-insights-does-your-hiring-process-speak-for.js?template=slideshow”]

Closing Notes & What’s Ahead

SPECIAL THANKS: Again, a nod to this week’s guests Elaine Orler and Gerry Crispin. We’re inspired by your expertise and passion for improving the candidate experience.

NOTE TO BLOGGERS: Did this week’s events prompt you to write about your hiring experience? Suggestions perhaps? We’d love to share your thoughts. Post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.

WHAT’S AHEAD: Next week we move on to the topic of open leadership with enterprise learning expert Dan Pontefract. We’ll talk about collaborative leadership models that drive productivity, engagement and improved business results. Stay tuned for details this weekend!

Until then, the World of Work conversation continues each day. Join us on the #TChat Twitter stream, or on our new LinkedIn discussion group. And feel free to explore other areas of our redesigned website. The gears are always turning at TalentCulture, and your ideas and opinions are always welcome.

See you on the stream!

(Editor’s Note: This post is an extension of commentary that originally appears in Kevin Grossman’s “Reach West” blog. Read the full original post: “Go Ahead And Roll Your Big And Gaudy Candidate Experience Dice.”)

Image Credit: Pixabay

The Business of Talent: Magic? #TChat Recap

/ /by

A Really Big Show…

Sleight of hand. Misdirection. Levitation. The Grand Illusion. Sounds like a great Vegas act. But is this any way to describe “people” practices in today’s world of work?

Truthfully, we’ve all seen it and felt it. Many of us have developed mastery at it. Even when it’s unintended, a bit of smoke-and-mirrors comes in handy when working the crowd on the “talent” side of the house.

No worries. Your secret is safe here. #TChat isn’t a confessional, but those of us who’ve been responsible for aspects of talent acquisition, development or performance management have learned what works well enough to comply with business rules and get the job done. But how well is that working for the organization?

We’re Not in Kansas Anymore

It’s not that we’re not trying to be more accountable and transparent. Besides, new social tools and technologies are shining light up our sleeves, for better or worse.

However, we are naturally stalwart creatures of comfort and habit — we don’t adapt easily. Incrementally perhaps, but not easily. It’s tempting to fall back on the same old tricks of the trade, even as external catalysts are forcing us to change for the better. Progress isn’t necessarily linear movement.

For example, consider the conversation we had this week with #TChat Radio guest, Josh Bersin. Josh is the Founder and Principal of Bersin by Deloitte, leading provider of research-based membership programs in human resources (HR), talent and learning.

Among other things, Josh shed light on factors that are driving the global disparity between skills demand and supply. One point in particular — new talent selection, mobility and succession planning have long been determined primarily by gut instinct.

A Capable Workforce = Sustainable Magic

But saying that talent strategies should focus on hard skills is no longer magical enough. The softer skills — communication, empathy, team-building — are just as integral to selection and development, if not more so.

Josh looks at challenges in human capital management through this more strategic lens. It’s what he calls capabilities development, where both hard and soft skills are addressed in a holistic way. As organizations reinforce and expand these combined capabilities in real-time, and provide flexible context that responds to workforce competencies, we can expect business performance to improve.

The foundation is solid – we’re now able to glean useful talent insights from powerful tools that help us process and analyze the disparate “people” data we’ve held in cold storage for decades. And other technologies are enabling continuous learning and development, across business functions, and throughout the entire employee life cycle. High art, indeed.

Showtime!

Of course, magic shows still have their place — marketing spin helps to attract, retain and entertain. Meanwhile, we can feel confident relying more on science than art to inform our instincts as we move forward with workforce decisions. Talent-minded professionals are limited only by our willingness to adapt. We can lead by example.

#TChat Week-in-Review

If you missed any of this week’s events – or to revisit insights anytime – just follow the links below…

SUN 3/17  TalentCulture CEO, Meghan M. Biro, kicked off the week by looking at how strong leaders are strong learners in her Forbes.com post: “The New Rules of Leadership.”

TChatRadio_logo_020813

Listen to the recorded show with Josh Bersin…

MON 3/18  #TChat Weekly Preview laid out key questions for the week: “Learning, Leadership and Talent”

TUE 3/19  #TChat Radio Show: Josh Bersin discussed how market factors and technology innovation are leading organizations to dramatically shift fundamental “people” practices – including talent acquisition, development and performance management. The 30-minute show is packed with insights for HR and learning professionals, as well as business managers.

WED 3/29  #TChat Twitter: The TalentCulture community showed up in full force at our weekly Twitter forum to report from the trenches about their experiences and ideas. Check out these highlights from the conversation…

#TChat Twitter Highlights Slideshow: Learning, Leadership and Talent

[javascript src=”//storify.com/TalentCulture/tchat-insights-learning-leadership-and-talent.js?template=slideshow”]

Closing Notes & What’s Ahead

THANKS: Again, thanks to Josh Bersin for joining us this week, to help us understand how organizations can better leverage talent in today’s world of work. Your expertise and insights are invaluable to our community.

NOTE TO BLOGGERS: Did this week’s events inspire you to write about leadership, learning and talent? We’re happy to share your thoughts. Just post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.

WHAT’S AHEAD: Next week – fasten your seatbelts as we take the community for a spin into the brave new world of social learning, with our very own community leaders, Justin Mass (learning technology evangelist at Adobe) and Michael Clark (leadership development expert at ReCenter).

Until then, we’ll continue to tackle World of Work conversation each day. So join us on the #TChat Twitter stream, or on our new LinkedIn discussion group. And feel free to explore other areas of this redesigned blog/community website. TalentCulture is always open and the lights are always on.

We’ll see you on the stream!

Image Credit: Stock.xchng

Live from #TRULondon – Recruiting: Power of Global People Connectivity

/2 Comments/ /by

I’m at the TruLondon unconference this week, meeting with people from all over the world – from companies and people discussing the social aspects of leadership, recruiting and HR, we’re learning and sharing stories about using the power of social media to make connections with job seekers and recruiting companies.

London is a creative and vibrant city and the TruLondon unconference, hosted by my friend Bill Boorman and their sponsor JobSite is an amazing venue – no powerpoints, lots of Tweeting and more like a long coffee/wine break with friends than a sit-down-take-notes conference. My kind of conference for certain. It is here where innovation has room to breathe and develop into new ideas.

As I listen to Bill and the other conference friends and attendees one fact remains: We’ve been on a career/workplace/media innovation roller coaster these past several months. Job satisfaction started 2010 at 45 percent negative and plunged to 80+ percent negative by December.

The job market tried to pull out of its dive but failed, despite the government’s recent attempts to redefine the meaning of ‘long-term unemployed’. Companies that weren’t hanging by a thread were socking away cash, holding off on hiring and waiting for signals that the nation was on more certain economic footing. All of us here are ready to say ‘done with that’ and are hoping – and talking about -how to make these times truly count for our recruiting clients and social communities.

What has changed that we can take into the next few months with lighter hearts? I looked back at our recent TalentCulture TChat– my new tea-leaves – for cues, and have distilled my thoughts from TRULondon so far as well. Here’s what stood out to me:

  • The influence of social media on the workplace, hiring trends and corporate brands is huge and will continue to grow. Smart employer brands realized they needed to use social media as both a recruitment and retention tool, as well as a way to take the temperature of the workplace and the larger market. Cheers to social media.
  • Innovation is en vogue again. You know I love hearing affirmation of this. It’s early days yet but I predict that workplaces that invested in developing an authentic culture brand and employee experience will start to see the payoff in innovation.
  • Risk is still significant that ‘stuck’ workplaces will lose their star team players, and maybe even the B team as well. By ‘stuck’ I mean the companies lead by the out-of-touch – the people who are afraid to clue into their emotional intelligence, afraid to change and ease up a bit on employees. The change here is that emotional intelligence is on the rise, and companies that invest in building it into the workplace will come out of the gate in better shape than competitors.
  • More companies will go virtual (and we will be recruiting for these skills) as a way to lighten the load on stressed employees, worn down from years of no raises or pay cuts or layoffs. Managing these highly-mobile, virtual workplaces takes a sure hand and a light touch. Finding ways to be successful with mobile, virtual workforces will be a key leadership/recruiting/HR skill. Note: Our next #TChat topic is Managing virtual teams and dispersed global organizations while maintaining workplace culture.  Is it possible?
  • It’s a new world of recruiting indeed, thanks to Twitter, LinkedIn, Facebook et al. Today’s recruiters work mainly in 140-character bursts, and resumes are distilled into keywords and links. I’m spending time reviewing innovation in this space and it’s really very cool and exciting. It’s safe to say that LinkedIn remains the most widely utilized sourcing tool for recruiters to date from this list.
  • The notion of leadership is re-emerging. Too many erstwhile leaders have been hunkered down behind closed doors. It’s time to re-invest in building a culture of leadership, one that is inclusive and broad.
  • Culture is the new workplace must-have. Go figure. Cultures of Talent loom large. Authenticity, brand, stickiness, innovation and inspiration must come through in your workplace culture. Connect and humanize your employees with your brand and watch culture bloom.

What say you? Are you expecting more of the same or actively engaged with companies and job seekers bubbling with innovation, workplace culture and passion for doing a great job now? Love to hear your thoughts.