IntroducingGloboforce Conversations™

Continuous Performance Improvement

You’ve heard it from your employees – top, down, all around – it’s time to fix your broken performance management process. Globoforce, the market leader in social recognition, has proven the power of ongoing, positive feedback as the critical component of a strategy to drive performance and transform workplace cultures.

Now we’re extending our platform with Conversations, a continuous performance improvement solution that creates a more purposeful, connected workplace with a focus on growth and ongoing performance development.

Conversations is cloud-based and intentionally light in its design, complements HCM systems, and is easy to use and adopt.

To support the speed of business today:

LEARN MORE: globoforce.com/conversations

Prioritiesfocus employees on

business goals

Check-ins facilitate frequent communication between managers and employees

Feedback fosters learning, builds trust,

and develops talent

Globoforce is redefining the performance market by emphasizing the need for performance development over performance management through their

approach built on positivity and recognition.

““

Madeline Laurano, partner, Aptitude Research.

CALL US: +1 888 7-GFORCE

EMAIL US: info@globoforce.com

VISIT OUR SITE: globoforce.com

READ OUR BLOG: globoforce.com/gfblog

JOIN US: workhumancommunity.com© 2017 Globoforce Limited.

All rights reserved.

4 Myths About Rebooting Performance Management

Tamra ChandlerAuthor “How Performance Management is Killing Performance – and What to Do About it.”

Conversations matter.

The low expectations expressed in the phrase “Our performance management is fine” are indicative of how much we’ve lost sight of our people. We seem perfectly happy to settle for “fine” on their behalf. But if our intentions for investing in performance management are to connect our teams to our strategies and goals, to recognize outstanding contributions, and to enhance the development of each individual’s capabilities, how can we possibly continue to tolerate “fine”?

Read Tamra’s full story at: Globoforce.com/Tamra

My Job Could Have Been Great

Laurie RuettimannHR strategist, author, influential speaker

It’s easy to remember the bad boss. The person who didn’t give you feedback or coaching. The leader who wouldn’t engage in ongoing conversations or feedback because she was too busy with her own job to stop and spend time recognizing good performance in the trenches.

Read Laurie’s full story on WorkHuman.com/Laurie