When you hear the word performance, do you immediately think of paperwork and stress? An extensive study from Adobe found that 72% of office workers and 88% of managers found preparing for performance reviews too time-consuming.
Join Cassie Whitlock of BambooHR and Jack Altman of Lattice and discover how performance management can be more comprehensive and impactful than a rushed yearly assessment. Breaking down performance into its main elements lets you refocus your efforts on the most important goal: helping your employees and your managers improve.
Employee relations, simply defined, is the relationship between employees and employers. Every company knows they need an effective employee relations strategy, but few do much about it and many are not sure how to go about forming a strategy.
Employee relations, simply defined, is the relationship between employees and employers. Every company knows they need an effective employee relations strategy, but few do much about it and many are not sure how to go about forming a strategy.
Compensating the workforce is a day to day operation essential for keeping the workforce. explore the slides to understand the structure, essentials and fundamentals of compensation.
Performance management cycle helps the employee to align their goals with organizational goals. The four stages in performance management cycle are planning, monitoring, reviewing and rewarding
For more information visit
https://www.hrhelpboard.com/performance-management/performance-management-cycle.htm
Introducing Performance Management PowerPoint Presentation Slides showcasing the activities which help an organization to reach its goals. Each slide focuses on the strategies which are helpful in increasing the effectiveness of companies. Highlight the outcomes of productivity and profitability using our PPT slides. Also take into consideration factors such as job analysis, performance appraisal, professional development, staff ability, performance measurement, and behavior management. The presentation also helps you to examine employee interference, business statistics, organizational development, tracking performance expectations in order to attain your target. Describe your business mission and vision, objectives, planning, tasks, and more with ready made designs. Most importantly, let the employees be aware of the actions, policies, schemes and methods and how they can be appraised from that. Optimize your budget and collect a thorough understanding economics portal using these presentation templates. Demonstrate the working of integrated business planning with this ready to use Performance Management PPT. Our PT&s have a convincing effect. Designed to help your team believe n their goals. https://bit.ly/3hsa9Ez
Participants will be able to:
Understand the evolution of employee rewards and recognition
Understand what employees really want out of work and be able to apply this understanding to implement a process to design recognition and reward systems
Know how why effective reward and recognition systems are important through their contribution to the business bottom-line
21 Employee Engagement Activities that WorkKaiNexus
Whether your company has 10 employees or 10,000, coming up with ideas to keep everyone connected and engaged can be a challenge. It’s easy to fall back on the same old employee engagement programs, but they tend to lose their effectiveness with too much repetition. Don’t worry; we’ve got your back.
Here are 21 employee engagement activities you can use as inspiration.
Compensating the workforce is a day to day operation essential for keeping the workforce. explore the slides to understand the structure, essentials and fundamentals of compensation.
Performance management cycle helps the employee to align their goals with organizational goals. The four stages in performance management cycle are planning, monitoring, reviewing and rewarding
For more information visit
https://www.hrhelpboard.com/performance-management/performance-management-cycle.htm
Introducing Performance Management PowerPoint Presentation Slides showcasing the activities which help an organization to reach its goals. Each slide focuses on the strategies which are helpful in increasing the effectiveness of companies. Highlight the outcomes of productivity and profitability using our PPT slides. Also take into consideration factors such as job analysis, performance appraisal, professional development, staff ability, performance measurement, and behavior management. The presentation also helps you to examine employee interference, business statistics, organizational development, tracking performance expectations in order to attain your target. Describe your business mission and vision, objectives, planning, tasks, and more with ready made designs. Most importantly, let the employees be aware of the actions, policies, schemes and methods and how they can be appraised from that. Optimize your budget and collect a thorough understanding economics portal using these presentation templates. Demonstrate the working of integrated business planning with this ready to use Performance Management PPT. Our PT&s have a convincing effect. Designed to help your team believe n their goals. https://bit.ly/3hsa9Ez
Participants will be able to:
Understand the evolution of employee rewards and recognition
Understand what employees really want out of work and be able to apply this understanding to implement a process to design recognition and reward systems
Know how why effective reward and recognition systems are important through their contribution to the business bottom-line
21 Employee Engagement Activities that WorkKaiNexus
Whether your company has 10 employees or 10,000, coming up with ideas to keep everyone connected and engaged can be a challenge. It’s easy to fall back on the same old employee engagement programs, but they tend to lose their effectiveness with too much repetition. Don’t worry; we’ve got your back.
Here are 21 employee engagement activities you can use as inspiration.
Effectiveness of Performance Management SystemCeline George
According to several studies conducted by leading management exponents, it is estimated that there are about 48% of employees who are disengaged at their workplace.
Read Blog: https://www.openhrms.com/blog/how-to-measure-effectiveness-of-performance-management-system
END of Annual Appraisals - Embrace New Age LEAP AssesmentSandeep Agarwal
Corporate's has been dealing with Annual Appraisal for a long time. in the current Digital Age and the world of Instant Messaging, the need is to move to Fair, Inclusive and Transparent (F.I.T) Assessment system with an Instant Feedback and ratings systems which would make an employee focused on his job and performance.
HR for Non HR_Performance Management Systemazischin
This presentation, titled "HR for Non HR: Performance Management," explores the critical aspects of effective performance management in the workplace. The deck covers the evolution of performance management, its significance for individuals, teams, and organizations, and the nine success criteria for an effective performance management system. It also delves into the importance of clear goal setting, performance feedback, performance differentiation, and managing poor performance. Additionally, the presentation addresses the legal implications of performance improvement plans and the risks of unfair dismissal and wrongful termination.
Strategic Human Resource Management Lecture 11RECONNECT
This is the lecture 11 of course "Strategic Human Resource Management"
This slideshare network of RECONNECT will provide all the presentation related to case studies, project presentations, educational, motivational slides & much more.
Follow Reconnect on slide share.
Official fb page: facebook.com/reconnectt
Official fb group: facebook.com/groups/reconnecting.tech/
Rights are reserved for this presentation. Please inbox 1st to get permission to use this
Emerging Trends in Performance Management: Diagnose, Discern & Develop - Part 1Cornerstone OnDemand
In this session, Jeremy Spake, Principal Consultant, Advisory Services for Cornerstone OnDemand, will explore several emerging trends through examining case studies of companies using these new performance management concepts. Discussing specific actions, Mr. Spake steps us through how to diagnose your current performance strategy, the benefits the latest trends have on employee engagement as it pertains to performance management, as well as discerning between learning activities and development achievement.
7 Cost-Cutting Strategies to Lower Overhead and Energize AI & AutomationShelly Myers
Will automation replace accountants? Hardly, but automation and AI will certainly make a difference to accountant’s workflows and efficiencies. Join this 45-minute webinar to learn how to automate your workflows, start projects fast and intelligently, and delight even the most skeptical clients. You’ll see automation trends, technology solutions and accounting firm testimonials.
What You’ll Learn:
• The impact of limited or poor automation: delayed work, damaged client relationships and sluggish billings
• How automation helps accountants during disruptive financial times
• The role AI plays in modern accounting practices
• Real-world examples of two accounting firm’s automation transformations
• How to get started so you can weather this disruptive period and stay competitive
Crawl, Walk, Run: Scaling Candidate Engagement for Every OrganizationShelly Myers
As more and more organizations realize the benefits of an engaged workforce, they are turning their attention to fostering that engagement before a new employee even walks in the door on day one—what we call candidate engagement.
And for good reason. According to LinkedIn’s Talent Trends Report, 83 percent of candidates say a negative interview experience can change their mind about a role or company they once liked. On the other hand, 87 percent of candidates say a positive interview experience can change their mind about a role or company they once doubted.
The benefits of candidate engagement and excellent candidate experience are clear. However, with so many tips, hacks, and strategies out there, it can be hard to pinpoint where you should invest your time, money, and effort to get the greatest results. You need to know which ideas will work for your unique organization.
Join JD Conway of BambooHR and Chad Roudebush of Jobvite as they break down scalable candidate engagement strategies you can use in your organization whether you’re a team of five or one hundred.
The Recruiting Sweet Spot - Aligning Candidate and Employer ExpectationsShelly Myers
What does it take to match a candidate with a job position? Ask this question, and you’ll get a different answer from everyone involved in the recruiting process. Some will prioritize skills and education, while others insist that finding a good culture fit is most important. Some recruiters just hope they can find a candidate that matches long list of qualifications they received from their hiring manager. And when employers finally find a candidate that clears these hurdles, it can still be difficult to know whether they’ve made a good hire or if the candidate will job hop in the first six months.
What is the key to hiring employees who will stay? A Gallup poll found that while 54 percent of disengaged employees would leave their organizations for a raise of 20 percent or less, only 37 percent of engaged employees would. To earn loyalty that’s stronger than the lure of a greater salary, organizations need to engage their new hires—and that process starts during recruiting.
Join BambooHR and SkillSurvey to explore how to optimize your interviews to find a long-term match for the position. When you can clarify what your organization needs and verify who your candidates are, you can make accurate decisions on who aligns best with your mission, vision, values, and objectives.
A recent study found that the profit margins of organizations that are more advanced in HR analytics (also known as people analytics) are 56 percent higher than those of less advanced organizations. With the data and analytical systems available today, HR can have a bigger positive impact on critical business issues than ever before. HR analytics can help organizations reap benefits across a number of domains, from hiring the right people to onboarding effectively to reducing attrition of high-value employees.
Yet even though HR departments are generating more data than ever before, they often struggle to turn their data into valuable insights. Recent research from BambooHR found that while 58 percent of HR professionals believe HR analytics are very important, only 16 percent viewed themselves as an expert in using HR data.
In this webinar, HR experts from PayScale and BambooHR will dive into how HR leaders can become proficient in using data to drive change in every area that matters, including recruiting, talent management, productivity, and retention.
How to Ignite Your Engagement Strategy with Goals and RecognitionShelly Myers
The majority of organizations out there recognize that employee engagement is important. Yet only 12 percent of responding companies in one recent survey reported they are happy with their organization’s current levels of engagement. It’s clear there’s room for many firms to improve their engagement strategy.
A smart employee engagement strategy could include many different pieces, from fair compensation to career development opportunities. But two of the most important components are goal setting and recognition. Without these two elements working in sync, your organization won’t be able to move full speed ahead toward engagement.
Join Cassie Whitlock from BambooHR and Rob Snarskis from Quantum Workplace as they dive into effective goal setting and recognition strategies for your organization.
How to Roll Candidate Experience into Employee EngagementShelly Myers
By now, you’ve probably heard how important a positive candidate experience can be to your hiring efforts. It can help your organization hire faster and attract better candidates. A great candidate experience can also help you secure new hires when it comes to decision time, as 87% of candidates say a positive interview experience can change their minds about a role or company they once doubted.
The connection between candidate experience and hiring success is undeniable. When you create a positive candidate experience, you create candidate engagement, which you can roll into into employee engagement through smart onboarding and other strategies. With strong engagement, you can retain the talent you’ve worked so hard to recruit. Join experts from BambooHR and Lever as they explain how to use candidate experience to boost employee engagement and retention in your organization.
Employee Engagement Strategy: Getting to the Roots of Your Employee ExperienceShelly Myers
Worrying about employee engagement and empowerment may seem like a shallow concern, but Gallup estimates that actively disengaged employees cost the U.S. $483 billion to $605 billion each year in lost productivity. Meanwhile, highly engaged businesses achieve a 21% increase in profitability and a 59% decrease in turnover when compared to less-engaged companies.
If your organization is going to grow and accomplish its mission, you need to ensure that your employees are engaged, empowered, and connected from the roots of daily interactions up to your top-level vision. Join BambooHR and Lattice to explore how HR and management can develop employee engagement throughout your organization.
Navigating the Seven C's of OnboardingShelly Myers
The impressions your new employees make as they join your organization can set the course for their long-term experience. Social psychologist Amy Cuddy of Harvard Business School found that 80 to 90 percent of an overall first impression focuses on two aspects: trustworthiness and competence. An effective onboarding process will leave the right impression, from the small steps that convey warmth to a continuing experience that proves your organization’s effectiveness.
Join BizLibrary and BambooHR as they explore how optimizing seven cyclical steps can lead to an improved employee experience—from the time candidates click the job description to their next big contribution to your organization.
Tough Comp Conversations: A Guide For Doing Them RightShelly Myers
Comp can be tricky… after all, few things carry as much emotional weight as comp. And with the increased transparency in the market, combined with our collective propensity to rate ourselves against others, the frequency of these very difficult conversations are increasing. To top it all off, they’re mostly being had by managers who are not ready for them, which is frightening, because getting these conversations wrong can be incredibly costly.
In this webinar will deconstruct some of the psychology around comp. We’ll take an analytic look at comp’s role in the employee experience, and then we’ll get really tactical with guidance on very specific compensation conversations. We’ll also talk about the interplay between comp and culture, and provide insight into how you can pave the path for these conversations to go smoother, even before they ever happen.
We hope you’ll join Payscale and BambooHR in this important discussion.
Time Management for Organizations and Their PeopleShelly Myers
Time is more than money. It’s also education, progress, growth, and potential. While you can’t measure these benefits on a time card, they make all the difference in the success of your employees and your organization. Facilitating effective time management is one of HR’s most crucial duties.
Join Erin Boettge of BizLibrary and Cassie Whitlock of BambooHR as we explore time management, both how to teach sound principles to individual employees and how to remove distractions at the organizational level.
Managing Employee Turnover: And How to Not Let It Ruin Organizational MomentumShelly Myers
HR sits smack dab in the middle of the most competitive talent battleground in history. We spend so much money finding, hiring, and onboarding employees, then getting them to productivity, only to lose them far too soon. Turnover is costing organizations time, money, and market position, but the good news is that you can do something about it.
In this webinar you’ll learn the real organizational cost of turnover, its leading drivers, and most importantly, you’ll learn the techniques today's leading organizations leverage to engage and retain your top talent.
Join Diane Schuman and Rusty Lindquist to learn how you can radically and immediately impact your organization, even on a tight budget.
Join JD Conway from BambooHR as he shows you four different hiring processes that your talent acquisition team can deploy in order to maximize your pipeline for long-term ROI. Learn how to decrease your future time to hire and build long-term demand by leveraging your brand, and join JD as he talks about building new quality processes for excellent future talent pools.
In this webinar you will learn how to:
- Maximize your talent pools
- Decrease your time to hire
- Build long-term demand for your brand
Getting Smart About Compensation: How to Know If You’re Doing It RightShelly Myers
Compensation is a core component of the employee experience, which itself is core to all of the stuff that really matters… like engagement, satisfaction, retention, and performance. These are the things that an organization relies on to succeed, because businesses don’t create value, people do. Our approach to comp is critical to our organization's success, yet all too often we're not really all that disciplined about it. And all too often we fail to recognize just how important it is. It's time to change all that.
In this webinar we'll arm you with solid economic evidence of the organizational impact of compensation, giving you crucial ammunition you can use to go advocate for a more disciplined approach. We'll also go into the practical steps you can take to step up your own approach to comp by building a comp strategy, implementing a market-based pay structure, building pay ranges, training managers, and so much more.
Learning Culture and Employee Engagement: 6 Ingredients for SuccessShelly Myers
As any fan of cooking television can tell you, a master chef can take some of the most improbable foods and, with a deep knowledge of culinary basics and the proper support from sous chefs, create a singular dining experience.
Using the right recipe for employee engagement helps you cook up success in your organization, with a healthy portion of financial improvement on the side. Join Cassie Whitlock of BambooHR and Erin Boettge of BizLibrary to learn the basics of employee engagement and how creating an engaged learning culture helps improve employee satisfaction and performance. You’ll also learn how to train managers in the art of employee engagement, making them valuable sous chefs in preparing your workplace for the future.
No matter what ingredients your employees bring to the table, when you develop strong connections, focus on engagement, and sustain positive change, you can create a delicious, engaged workplace.
How to Simplify Employee Self-Service Access with Identity ManagementShelly Myers
Ensuring that employees have proper access to the multitude of systems and software they need to do their job is a tall order for IT and HR. Making it easy for employees to access the applications they need without requiring one more password to remember is crucial for implementing successful employee self-service in HR.
Join us for this webinar to see how BambooHR and OneLogin simplify employee self-service access so you can free your people to do great work!
Expanding Your Talent Networks: How to Improve Your In-person and Virtual Rec...Shelly Myers
Once upon a time, filling a job posting began with fifty words in a newspaper, a handshake, and a crisp business card. Today, technology has expanded the possibilities for filling job postings, connecting millions of potential candidates. When you combine technology’s reach with a personable candidate experience, you develop strong connections with your potential hires, making it easier to find the right person for the job.
Join Vanessa Brulotte of BambooHR and Michael Bavaro of Reflik to explore how to get greater quality in your recruiting efforts. You’ll learn how crowdsourcing talent can connect your organization to your perfect next hire, how your company’s reputation can be your most effective marketing tool for potential hires, and how effective hiring can add diversity and innovative thinking to your organization.
How to Create an Attractive and Lasting CultureShelly Myers
How do you define your organization’s culture? How you answer that question influences so many aspects of your daily operations, from your success in recruiting to your engagement levels to the results of your projects. Join Brenton Williamson of BambooHR and Mila Singh of CultureIQ as they explore all the small details that combine to create an effective culture.
Hiring Hacks: What to Look For When Considering New Technology to Recruit & R...Shelly Myers
As companies scale, implementing new technology is crucial to keep up with the demand of the workplace. Join BambooHR and Greenhouse as we explore:
• What to look for when considering new recruiting and onboarding technology
• How to ensure the software you purchase won’t slow you down
• Tips towards getting company buy-in
• How choosing the right technology can make you a more effective HR professional
A study conducted by PayScale revealed that employees’ perceptions of how they are paid are a better predictor of their intent to stay than their actual fair pay to the market. These implications create a huge opportunity for employers to get it right when it comes to communicating pay effectively.
Conversations about pay are often perceived as scary, demoralizing, or just boring. However, done right, pay talk can be quite motivating.
2. bamboohr.com lattice.com
Four Elements of Effective Performance Management
Cassie Whitlock
Director of HR
BambooHR
Jack Altman
CEO and Co-Founder
Lattice
3. bamboohr.com lattice.com
Four Elements of Effective Performance Management
Start with your goals
1. Are you trying to evaluate employees so you can make
compensation and promotion decisions?
2. Are you trying to increase employee engagement and happiness?
3. Are you trying to make managers give feedback more often?
4. Are you looking to give employees more recognition?
5. Are you trying to make goal-setting a core practice at your company?
7. bamboohr.com lattice.com
Four Elements of Effective Performance Management
Review Structure
• Run performance review cycles (at least) twice per year.
• Grouped review cycles vs. start dates
• Do 360 degree reviews which include feedback from everyone’s
manager, self, direct reports, and peers. For peers, ask employees to
suggest 3–5 people they have worked with and have their managers
approve those peer selections.
• Ask 3–5 straightforward questions. Find a balance between guiding the
conversation and allowing people to share whatever is on their minds,
and keep the total number of questions low to reduce review fatigue.
• Make sure managers sit down with their direct reports and discuss the
feedback together after it’s all done. This conversation is the most
important part of performance reviews.
8. bamboohr.com lattice.com
Four Elements of Effective Performance Management
Compensation vs. Development
• Tie one of your performance review cycles per year to compensation.
Everyone should know this is coming so they don’t have to ask you
about raises throughout the year (if you want to make off-cycle
compensation changes that’s of course fine). This review cycle
should have some form of ratings or designations so you can have
a quantitative basis to compare performance.
• Your other review cycles should be exclusively for the benefit of
employees. It’s an opportunity for employees to receive and give
feedback with nothing on the line other than to be heard, be
recognized, and learn what they can improve upon.
10. bamboohr.com lattice.com
Four Elements of Effective Performance Management
Mentoring Relationships
• 63% of Millennials say their leadership skills are not being fully developed
• Millennials who intend to stay with their organization for more than five
years are twice as likely to have a mentor (68%) than not (32%)
• “Your boss doesn’t appear to trust or empower you”: 72% of employees
rated “not at all acceptable” or a “deal breaker”
11. bamboohr.com lattice.com
Four Elements of Effective Performance Management
Three Keys to Building Trust
1. RepeatInteractions
2. Win-WinSituations
3. EffectiveCommunication&Execution
12. bamboohr.com lattice.com
Four Elements of Effective Performance Management
Is It About Performance?
• Four out of five employees prefer feedback in the moment,
rather than an aggregate report of several months of work
• 60% of employees value qualitative feedback over numerical feedback
• Performance conversations show how the organization helps
employees and how employees matter to the organization
14. bamboohr.com lattice.com
Four Elements of Effective Performance Management
Epiphany Moments
• 6% increase on the anniversary of a hire date
• 9% increase on the anniversary of a promotion
• 12% increase after birthdays, especially milestone birthdays
• 16% increase after attending a high school reunion
Job-hunting activity jumps when employees make comparisons.
15. bamboohr.com lattice.com
Four Elements of Effective Performance Management
One-on-One Topics
• Current Performance vs. Organizational Expectations:
Provide regular conversations during and after training,
make expectations clear to increase accountability
• Career Aspirations: Uncover employee expectations for
new duties or the desire to advance in the organization
16. bamboohr.com lattice.com
Four Elements of Effective Performance Management
One-on-One Topics
• Wins: Emphasize how your employees’ efforts make an
impact on their team and working toward your overall mission
• Prioritization: Managers help employees work through the
good uses of their time to find the best use of their time
• Roadblocks: Employees let managers know what resources
they need to accomplish their priorities, including coordination
with other teams
18. bamboohr.com lattice.com
Four Elements of Effective Performance Management
Set goals to drive performance
Use OKRs or SMART goals to help employees reach
goals by connecting them to measurable results.
Why set goals?
Focus
Alignment
Purpose
Philosophy
• Ambitious: Objectives are set just beyond the threshold
of what seems possible
• Measurable: Key Results are tied to tangible milestones
• Transparent: OKRs are viewable across the organization
from the CEO down to the Intern
• Performance: OKRs are not synonymous with employee
performance evaluations
19. bamboohr.com lattice.com
Four Elements of Effective Performance Management
Goal setting is for the
employee’s benefit
• Ask employees to set 2–4 goals per quarter. These defines what
an employee should focus on and how they’re able to make an
impact on the company
• Managers and reports discuss goals at the end of each quarter.
Talk about what caused goals to be met or not, whether the goals
turned out to be worthwhile to pursue, and how you might be able
to set better goals next cycle.
• Don’t tie goals directly to compensation. You can and should discuss
goals during performance reviews as part of an overall assessment of
an employee’s performance, but there should not a one to one
correlation here. (Revenue generating roles are a possible exception.)
22. bamboohr.com lattice.com
Four Elements of Effective Performance Management
54
24
12
40
63
58
50
33
6
13
30
47
65
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
5 4 3 2 1
I can approach my manager with
any type of question
Actively Disengaged
Not Engaged
Engaged
Strongly
Agree
Strongly
Disagree
23. bamboohr.com lattice.com
Four Elements of Effective Performance Management
Bad Boss Fears
Our managers may fear becoming bad bosses through feedback. Here are the
actual top bad boss behaviors:
• Taking credit for your work: 75 percent (Managers: 52%)
• Not appearing to trust or empower employees: 72 percent (Managers: 53%)
• Not appearing to care if employees are overworked: 68 percent (Managers: 48%)
24. bamboohr.com lattice.com
Four Elements of Effective Performance Management
Emotional Intelligence
• Self-Awareness: Making decisions independently, not blaming
other people for challenges
• Self-Regulation: Thinking of the future and the importance
of continuing relationships and keeping trust
• Motivation: A passion for work that goes beyond money and status,
in other words, recognizing the full value of employer and employee
• Appropriate Empathy: the other half of developing win-win scenarios
• Social Skills: managing relationships with low miscommunication
26. bamboohr.com lattice.com
Four Elements of Effective Performance Management
Key Takeaways
1. Performance Management includes four key elements:
a. Performance Reviews
b. Manager 1:1s
c. Employees’ Goals
d. Real-Time Feedback
2. Design the system that’s right for your business
3. Performance management is for the employees’ benefit
27. bamboohr.com lattice.com
Four Elements of Effective Performance Management
Follow BambooHR and Lattice on social media:
bamboohr.com/blog | lattice.com/blog
Thank you!
28. bamboohr.com lattice.com
Four Elements of Effective Performance Management
BambooHR
Join BambooHR for Elevate Virtual, the world’s largest virtual conference for HR professionals.
Register here for free: http://bit.ly/LatticeElevate
Performance Management for Growing Companies
Lattice
Get started with a free trial at lattice.com
Questions?
