the crowdsourced performance review
DESCRIPTION
The traditional annual performance review is frozen in time. Employees dread it, and employers feel the same way. Its problems are structural and serious. Can it be saved? There is hope! Crowdsourcing is a terrific way to revitalize the stale performance review and make it relevant to your talent management and culture. In this webinar, Jennifer Sartor and Darcy Jacobsen from Globoforce will discuss how to debunk the myths surrounding the traditional review, and build a smarter performance management system that: Uses social recognition to inject new life into the troubled traditional performance review. Offers managers new insight into performance, based on crowdsourced data. Provides a vision for 2020 that realigns performance management with top-level business objectives. Join us as we explore this fascinating topic.TRANSCRIPT
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COMINGSOON
Available Spring/Summer 2013 from McGraw Hill
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FLAWS IN THE TRADITIONAL PERFORMANCE REVIEW
THE IMPACT OF CROWDSOURCING
HOW SOCIAL RECOGNITION TRANSFORMS HR
Globoforce is the leader in social recognition.
Our clients get results—dramatic improvements in employee engagement, employee retention and measurable adoption of corporate culture.
100+COUNTRIES
1.5M ACTIVE EMPLOYEE USERS
25M+ REWARD OPTIONS
1-3 MONTHS TO FULL ADOPTION
10+% INCREASES IN EMPLOYEE ENGAGEMENT
100% PURE SOFTWARE AS A SERVICE
About GloboforceABOUT GLOBOFORCE
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A PROCESS FROZEN IN TIME
INFREQUENT FEEDBACK
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A SINGLE POINT OF FAILURE
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TEMPLATES & TOOLS
MYTH
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“Employees rely on constant feedback from
managers to raise performance.”
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62% of employees
say they don't get enough of coaching or feedback
POLL QUESTION:
How much do employees trust the effectiveness of performance reviews?
A. Completely
B. Mostly
C. Barely
D. Not at all
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MYTH
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“Our employees trust the system because it’s
objective and the same for everyone.”
REVIEW OF THE ANNUAL PERFORMANCE REVIEW
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REUTERS: 4 OUT OF 5 U.S. WORKERS ARE DISSATISFIED WITH THEIR JOB PERFORMANCE REVIEWS
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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.
MYTH
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“The traditional performance review renders an accurate description of the quality of
the workforce.”
REALITY
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“Do you think the annual performance reviews are an accurate appraisal for employees’ work?”
Yes55%
No45%
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HR Probably Hates Review Time Too
By Eve Tahmincioglu
It’s no secret that many employees dread performance reviews. What is surprising, however, is that the very people who help promote them in companies dislike them too.
Nearly half of human resources managers don’t think annual performance reviews are accurate appraisals of employee performance, according to a recently released survey by the Society of Human Resource Management and Globoforce, an employee recognition company.
http://lifeinc.today.msnbc.msn.com/_news/2012/04/19/11268867-hr-probably-hates-review-time-too?lite
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30% of performance reviews
ended up in decreased employee performance
Psychologists A. Kluger and A. Denisi report completion of a meta-analysis of 607 studies of performance evaluations
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FLAWS IN THE TRADITIONAL PERFORMANCE REVIEW
THE IMPACT OF CROWDSOURCING
HOW SOCIAL RECOGNITION TRANSFORMS HR
EVERY DAY IMPACT OF CROWDSOURCED REVIEWS
POLL QUESTION:
How much do ratings influence your online shopping buying habits?
A. It’s the first thing I look for
B. I trust them a lot
C. It’s one of several factors
D. I don’t trust online reviews
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WISDOM OF THE CROWDS & HR
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Wisdom of the Crowds
Big data, in the form of social recognition.
What WE think.
Manager’s OpinionTraditional performance review.
What OUR MANAGER thinks.
I think there are limitless things you can do when you start looking at what the wisdom of the crowds can tell you.
Joanna GeraghtyExecutive VP and Chief People Officer
RESULTS:88% Increase In Recognition Satisfaction
14,500 Crewmembers throughout the Americas
“
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.
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16% INCREASE IN ENGAGEMENTONE 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 AurelioVice President of Global HR
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FLAWS IN THE TRADITIONAL PERFORMANCE REVIEW
THE IMPACT OF CROWDSOURCING
HOW SOCIAL RECOGNITION TRANSFORMS HR
MYTH
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“Recognition is only for going above and
beyond the job.”
RECOGNITION EXPANDS THE WINNERS’ CIRCLE
Companies with most improved employee engagement scores have recognition programs with weekly nominations touching 5-8% of employees
0%
2%
4%
6%
8%
10%
12%
1 15 29 43 57 71 85 99 113 127 141 155Em
plo
yee
No
min
atio
ns
Weeks
Number of nominations as a % of headcount over weeks since launch.
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A NEW MULTI-PERSON
REVIEW
TRUE INFLUENCERS CAN BE FOUND INSTANTLY
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QUESTIONS?
WWW.GLOBOFORCE.COM
WWW.GLOBOFORCE.COM/GFBLOG