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Crowdsource Your Performance Review

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Learn how to vastly improve the current performance review system through crowdsourcing. Better data, better results and more thorough reviews happen when done consistently, and with feedback from all …

Learn how to vastly improve the current performance review system through crowdsourcing. Better data, better results and more thorough reviews happen when done consistently, and with feedback from all employees.

Published in Technology , Business
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  • As the leader in employee recognition, we’re often asked about our clients and who we work for. What’s interesting about this slide is that recognition knows no industry boundary, no specific size of company.We run the largest recognition program in the world for GE with more than 300,000 on our recognition platform, but we run smaller programs as well – for companies like InfoGroup, which is a much smaller, more nimble technology company that is one of our clients. And every one of these clients is unique and has unique needs – just as you do. And we can manage that uniqueness for you.And by the way, these are not just logos on a slide where we’re handling a tiny part of their overall recognition strategy and sticking the company name up there. Most of our competitors do a little bit of recognition at a company with a program in one department or one country. But when we show you this slide, we’re talking about fully deployed recognition programs on a global scale. Take Dow Chemical for example – 50,000 employees all over the world… multiple languages, multiple currencies, and the whole company is one recognition platform that we built and we maintain. And working with big companies has really put us through the paces frankly, which I’ll talk about more a bit later. We’ve learned a lot by working with companies like NBC and Citigroup, and that made us a better provider for all of the companies whose recognition programs we support. And what we’re also proud of is that if you look at a company like SuccessFactors – it’s one of the great Human Capital Management companies of the past 10 years. Maybe you heard that they were just acquired for $3.4 billion. So HR succes and employee engagement is in their DNA, and when they turn to us for their recognition program for their employees all over the world. And these globally unified recognition programs are so powerful, because they reinforce this notion that every one of your employees – wherever they are located – are equally important to helping you achieve your strategic objectives. This ensures that every employee knows just how valuable they are to your success.And that’s the secret sauce of Globoforce. When I sit next to someone on a plane who works for Boeing (which has a recognition program run by one of our competitors), they don’t know the program, what it’s about, what it’s for, or even that it exists. It’s not embedded in their culture. But if I’m sitting next to someone at Intuit or Symantec or Quintiles – they know their recognition programs, they live it, they breath it, and they truly love it. It’s part of their culture. It’s part of how they do their job every day.
  • `EmailGeneration:Treat inbox as a task listFeel like you have to get through all the itemsCome back from vacation.Limited storage. File things away.VIP feature in iPhoneBottom line: angst, stress if you stay away too long , or if you don’t take action.
  • Social media generationTwitterification of communicationInformation is streamsYou can subscribe to what you wantYou check in every once in awhileLIMITLESS STORAGE, no need to archiveNo stress
  • You may have seen a TED talk from Harvard lecturer Shaun Achor who is the author of The Happiness Advantage. Shaun has had an article recently in the Wall Street Journal where he showed research proving that the single greatest advantage in the modern economy is a happy and engaged workforce. The decade of research proves that happiness raises nearly every business and educational outcome: raising sales by 37%, productivity by 31%, and accuracy on tasks by 19%, as well as a myriad of health and quality of life improvements.
  • Happy employees have something called Psychological Capital, or PsyCap. This idea comes from the positive psychology, a field of academic study that is becoming very important to organizational development. Rather than concentrating on pathology, it proactively identifies and builds on things that are going right. It examines healthy states, such as happiness, strength of character and optimism, and asks “what if we stop focusing so much on unhappy people and what isn’t working, and instead we amplify happy people and what is working?” By figuring out how to replicate that success, we can move the needle on human metrics like happiness, satisfaction, productivity and engagement.Psycap is characterized by four qualities: self-efficacy, optimism, hope and resilience.
  • Achor has offered five ways that we can increase PsyCap:Be mindful of the present. We can develop a tendency to pay more attention to negative past events. As a result, we might overlook the opportunities to feel positive in the present moment. Try to integrate real-time reflection into your world.Celebrate small successes. Try not to ignore or downplay the smaller steps that lead to larger. Pause, reflect and celebrate these moments.Play to our strengths. Make sure you have a good fit between company and employees. As an employee this means finding a job that fits your needs and abilities. As a manager or leader, this means finding a way to spot outliers and employees who may be mismatched to their role.Recognize performance. If you manage others - try not to miss opportunities to reward excellence. Develop a habit of reaching out to validate accomplishments on a regular basis.Show gratitude. Don't be stingy with "thanks-yous" and compliments in the workplace. Let others know you appreciate their contribution to your work life - and build on this positive energy whenever possible. Few things are more meaningful than gratitude, and it plays a huge role in Positive Psychology and PsyCap.
  • OK…HANDS-UP for this question….78% of employees say they would work harder IF….That’s 78% of employees who are saying…I could do more…I could give more discretionary effort….work better.This is SO important!
  • TPR is antiquated, process designed in the middle of the 20th century.HR drives processManager and employee meet once a yearFill out templateAwkward experience for managers (particularly weak ones)Negative experience for employeesSoftware and technology might have evolved, but this ritual hasn’tSo why do we continue to do them?
  • Once a year feedback has limitationsDoesn’t recognize performance when it happenedPeople forgetThe business changes, so should performanceAimed at measurement, not engagement (cite the benefits of engagement)
  • One of the biggest problems with job performance reviews is that they’re largely predicated on a single person doing the review. And so the review is only as good as that singular person giving it. (Eric) Being Irish, I’m a huge fan of football—or as Americans say…soccer. And in this sport, a goalie can be a single point of failure. You can’t have a terrible goalie and a great team. But in business, all of your managers can be single points of failure when it comes to the annual performance review.
  • In fact, performance reviews are the object of widespread scorn.Go do a google search for cartoons about performance reviews sometime, and you’ll millions of results.The are awkward, talk about the employee experience and discomfort.
  • The REALITY is that a good percentage of HR professionals don’t’ trust them either!A Globoforce/Society for Human Resource Management survey asked, “Do you think the annual performance reviews are an accurate appraisal for employees’ work?”
  • Performance reviews aren’t all bad.They have inertiaEveryone knows how they workThey are standardized across companiesFor regulated businesses & compliance they are a requirement
  • Performance reviews aren’t all bad.They have inertiaEveryone knows how they workThey are standardized across companiesFor regulated businesses & compliance they are a requirement
  • Quick introduction of what strategic / social recognition is and how it works.
  • JetBlue is one of our newest clients, and in the first month of their Lift program they already had seen an 88% jump in their crewmembers’ satisfaction with recognition. But what is exciting JetBlue’s leadership is the incredible power of the wisdom of crowds in delivering insight into their talent– to tell them who their outliers are, who their top influencers are, who needs coaching.
  • ScaleInnovationCultureJo Dennis, VP HR HP Software
  • Organic behavior and incented behaviorExtrinsic MotivationPassing security certification testRecruitment referralIntrinsic MotivationNEVER: Recognition
  • Globoforce, as its name implies, is a company that has delivered some of the most successful, far-reaching global programs in the world, creating and supporting programs like across the world. We will deliver a website in the languages your company supports. We deal with every currency in the world. We offer in-language support for our program on your mobile devices.Our competitors cannot deliver this to you today. They will claim to have done it, but Globoforce has delivered truly global programs for over a decade. Be sure when you’re seeking references to get the true, full scope of employees and the locations where the program is deployed.We think about global deeply in support of clients. That support and thought leadership is unmatched in the industry. An example of that…
  • Stanford has studied the impact of strategic recognition. They’ve quantified it further by showing th, showing that on a weekly basis, it’s a best practice to nominate between 5-8% of employees to derive the greatest benefit. This study was authored by the head of organizational development at Stanford and really codifies some best practices.
  • Nielsen’s latest Global Trust in Advertising report, which surveyed more than 28,000 Internet respondents in 56 countries, 92 percent of consumers around the world say they trust earned media, such as recommendations from friends and family, above all other forms of advertising—an increase of 18 percent since 2007. Online consumer reviews are the second most trusted source of brand information and messaging, with 70 percent of global consumers surveyed online indicating they trust messages on this platform, an increase of 15 percent in four years.
  • Harvard Business School recently published a paper that researched expert reviews in the book industry. The sample consisted of all reviews written by a fixed set of media outlets for each of the 100 highest rated non-fiction books on Metacritic during the years 2004-2007.One of the things they determined was that expert ratings are correlated with Amazon ratings. Experts and consumers agree in aggregate about the quality of a book.
  • So think for a second about how much people dislike and distrust performance reviews, and contrast that with other kinds of reviews you see out there. There are some reviews out there that people absolutely are fanatical about; they’re almost addicted to them.For example, people absolutely love getting to review hotels on TripAdvisor, or movies on Rotten Tomatoes, or restaurants on Yelp. In fact, of the hundreds of thousand of apps available on the iPhone, Yelp is one of the most popular ones available. And people give these reviews on a voluntary basis, and are happy to do so. They actually enjoy doing so. And they’re enormously valuable to the people consuming the reviews because they take into account multiple viewpoints. If I want to find a good restaurant to go to tonight, sure it might be nice to know if there’s a restaurant critic out there who thinks highly of the place I’m thinking of going. But honestly, it’s a heck of a lot more valuable to know what hundreds of people have to say about that restaurant—and that’s what I can find out on a site like Yelp.
  • So think for a second about how much people dislike and distrust performance reviews, and contrast that with other kinds of reviews you see out there. There are some reviews out there that people absolutely are fanatical about; they’re almost addicted to them.For example, people absolutely love getting to review hotels on TripAdvisor, or movies on Rotten Tomatoes, or restaurants on Yelp. In fact, of the hundreds of thousand of apps available on the iPhone, Yelp is one of the most popular ones available. And people give these reviews on a voluntary basis, and are happy to do so. They actually enjoy doing so. And they’re enormously valuable to the people consuming the reviews because they take into account multiple viewpoints. If I want to find a good restaurant to go to tonight, sure it might be nice to know if there’s a restaurant critic out there who thinks highly of the place I’m thinking of going. But honestly, it’s a heck of a lot more valuable to know what hundreds of people have to say about that restaurant—and that’s what I can find out on a site like Yelp.
  • And through this multi-person feedback and recognitions, you are learning who the true leaders and influencers are across the organization.
  • LauraMillier talked about big data and how to leverage it in HR – to have a “seat at the table”Recognition maps relationships and connections. It provides managers with more insight into the true performance and behaviors of employees. It also enables peers to recognise and appreciate each other – enhancing productivity across teams.
  • Recognition maps relationships and connections. It provides managers with more insight into the true performance and behaviors of employees. It also enables peers to recognise and appreciate each other – enhancing productivity across teams.
  • Gartner recommends to move budget… try recognition along side traditional performance….
  • Recognition maps relationships and connections. It provides managers with more insight into the true performance and behaviors of employees. It also enables peers to recognise and appreciate each other – enhancing productivity across teams.

Transcript

  • 1. THE CROWDSOURCED PERFORMANCE REVIEW
  • 2. TODAY’S SPEAKERS ERIC MOSLEY CEO, GLOBOFORCE CHARLIE UNGASHICK CMO, GLOBOFORCE
  • 3. INCREASE EMPLOYEE ENGAGEMENT CREATE A SINGLE GLOBAL CULTURE IMPROVE BUDGETING & COST AWARENESS MANAGE AND RETAIN TOP TALENT 25% INCREASE IN EMPLOYEE ENGAGEMENT 88% INCREASE IN RECOGNITION SATISFACTION 97% OF EMPLOYEES PROUD TO WORK FOR THEM 13% INCREASE IN EMPLOYEE RETENTION GLOBOFORCE CLIENTS GET RESULTS
  • 4. PROVEN SUCCESS ON A GLOBAL SCALE
  • 5. POLL QUESTION: What’s the #1 challenge for HR this year? 5 A. Employee engagement B. Succession planning C. Culture management D. Employee retention/turnover E. Performance management F. Recruitment G. Employee enablement H. Employee satisfaction I. Revenue per FTE J. Productivity
  • 6. TRADITIONAL PERFORMANCE REVIEWS INDUSTRY MEGA TRENDS SOCIAL RECOGNITION CROWDSOURCING THE CROWDSOURCED PERFORMANCE REVIEW
  • 7. TRADITIONAL PERFORMANCE REVIEWS INDUSTRY MEGA TRENDS SOCIAL RECOGNITION CROWDSOURCING THE CROWDSOURCED PERFORMANCE REVIEW
  • 8. EMAIL GENERATION
  • 9. TWITTER GENERATION
  • 10. POSITIVITY DOMINATED WORKPLACE
  • 11. JIGME SINGYE WANGCHUCK
  • 12.  Stay twice as long in their jobs  Spend double their time at work focused on what they are paid to do  Take ten times less sick leave  Believe they are achieving their potential twice as much HAPPY WORKER WORK HARDER
  • 13. “PSYCAP” PSYCHOLOGICAL CAPITAL
  • 14. 1. Be mindful of the present 2. Celebrate small successes 3. Play to our strengths 4. Recognize performance 5. Show gratitude 5 KEYS TO PSYCAP
  • 15. WOULD YOU WORK HARDER IF YOU FELT YOUR EFFORTS WOULD BE RECOGNIZED? 16 WOULD WORK HARDER 78%OF EMPLOYEES Workforce Mood Tracker Survey, 2012
  • 16. Social  Frequent  Drives happiness  PERFORMANCE MANAGEMENT IN THE FUTURE
  • 17. TRADITIONAL PERFORMANCE REVIEWS INDUSTRY MEGA TRENDS SOCIAL RECOGNITION CROWDSOURCING THE CROWDSOURCED PERFORMANCE REVIEW
  • 18. POLL QUESTION: Do employees trust the effectiveness of performance reviews? A. Completely B. Mostly C. Barely D. Not at all 19
  • 19. A PROCESS FROZEN IN TIME
  • 20. INFREQUENT FEEDBACK
  • 21. A SINGLE POINT OF FAILURE
  • 22. PERFORMANCE REVIEWS: THE OBJECT OF SCORN @nicereminders: Feeling completely dejected and destroyed after the performance review I received from the central office. #killmenow @MeredithSoleau: There's no reason to keep bringing up the negative. I am 100% anti-performance review. No one likes them. Not even HR. #THRAC @EmmaRWallace: Ahh, performance review, you're killing me here! @katiemuehe: Ooooh! A surprise performance review at work on a Friday afternoon?! Soundsgre-- no, it sounds awful, actually. #PleasePassTheWine @luna624: I don't wanna do my performance review self evaluation. Do. Not. Want.
  • 23. REALITY “Do you think the annual performance reviews are an accurate appraisal for employees’ work?” Yes 55% No 45%
  • 24. THE DREADED FORM
  • 25. SAME PROCESS. NEW TECHNOLOGY.
  • 26. HOW DO YOU FIX THE TRADITIONAL APPRAISAL PROCESS?
  • 27. TRADITIONAL PERFORMANCE REVIEWS INDUSTRY MEGA TRENDS SOCIAL RECOGNITION CROWDSOURCING THE CROWDSOURCED PERFORMANCE REVIEW
  • 28. POLL QUESTION: When was the last time you received public recognition for a job well done? 29 A. In the past week B. In the past month C. Three months ago D. Six months ago E. More than six months ago
  • 29. SOCIAL & STRATEGIC RECOGNITION 30 • Employee & manager centric application • Branded experience, heavily promoted throughout the organization • Portfolio of strategic awards with approvals, budgets and governance • Social Data and Analytics exposes • Social map of company • Top performers and influencers • Culture and Values adoption • HCM Performance alignment
  • 30. I think there are limitless things you can do when you start looking at what the wisdom of the crowds can tell you. Joanna Geraghty Executive VP and Chief People Officer RESULTS: 88% Increase In Recognition Satisfaction 14,500 Crewmembers throughout the Americas “
  • 31. Our Applause recognition program with Globoforce is fundamentally changing the way we're doing business at Symantec. This is the singular program that gets the most positive play from employees. “ 16% INCREASE IN ENGAGEMENT ONE SYMANTEC CULTURE$6.2B global software company. 20,500 employees in 50 countries  Series of acquisitions doubled the company size, creating “culture of cultures”  Indentify top influencers across the company  Boost engagement to drive employee loyalty THE CHALLENGE: Tom Aurelio Vice President of Global HR 32
  • 32. 33 Extrinsic Motivation Intrinsic
  • 33. WHICH REWARDS? Badges Great Job!
  • 34. WHICH REWARDS? Pay Increases
  • 35. WHICH REWARDS? On-the-Spot Recognition
  • 36. WHICH REWARDS? 0% 5% 10% Pay Rise Only On-the-Spot Recognition ENGAGEMENT IMPACT
  • 37. VIRAL ADOPTION, GLOBALLY
  • 38. THE TIPPING POINT STRATEGIC RECOGNITION A PROVEN BEST PRACTICE 0% 2% 4% 6% 8% 10% 12% 1 15 29 43 57 71 85 99 113 127 141 155 EMPLOYEENOMINATIONS WEEKS Number of nominations as a % of headcount over weeks since launch. Companies with most improved employee engagement scores have recognition programs with weekly nominations touching 5- 8% of employees
  • 39. Social  Frequent  Drives happiness  Global approach  Rewards with value  Shared throughout the company  Viral adoption  PERFORMANCE MANAGEMENT IN THE FUTURE
  • 40. TRADITIONAL PERFORMANCE REVIEWS INDUSTRY MEGA TRENDS SOCIAL RECOGNITION CROWDSOURCING THE CROWDSOURCED PERFORMANCE REVIEW
  • 41. “ To what extent do you trust the following forms of advertising? Recommendations from people I know Consumer opinions posted online 70% 30% 92% 8% Trust Completely/ Somewhat Don’t Trust Much/ At All
  • 42. We find that expert ratings are correlated with Amazon ratings….experts and consumers agree in aggregate about the quality of a book. EXPERT AND CONSUMER ALIGNMENT PROVES GREATER ACCURACY “ “
  • 43. EVERY DAY IMPACT OF CROWDSOURCED REVIEWS
  • 44. WISDOM OF THE CROWDS & HR Wisdom of the Crowds Big data, in the form of social recognition. What WE think. Manager’s Opinion Traditional performance review. What OUR MANAGER thinks.
  • 45. FIX PERFORMANCE REVIEWS WITH THE WISDOM OF CROWDS
  • 46. TRADITIONAL PERFORMANCE REVIEWS INDUSTRY MEGA TRENDS SOCIAL RECOGNITION CROWDSOURCING THE CROWDSOURCED PERFORMANCE REVIEW
  • 47. Crowdsourcing input about employee performance creates a market composed of every employee, and social recognition is the transaction engine of that market.
  • 48. TRUE INFLUENCERS CAN BE FOUND INSTANTLY
  • 49. COMBINING REVIEWS
  • 50. INSIGHT FOR C-SUITE
  • 51. Jim Holincheck Managing Vice President “ “ Budget will shift from annual merit increases to bottom-up, more frequent rewards…parts of traditional talent management activities effectively become crowdsourced. 2012 Strategic Roadmap for Employee Performance Management
  • 52. NETWORK OF NETWORKS
  • 53. Social  Frequent  Drives happiness  Global approach  Rewards with value  Shared throughout the company  Viral adoption  Part of compensation strategy  Based on data  New insight for managers & execs  PERFORMANCE MANAGEMENT IN THE FUTURE
  • 54. GET THE BOOK 57 crowdsourcedreviews.com