Better Execution Through Quantified Work

Group Of Business People Working And Standing On Jigsaw Puzzles

Goal Setting: How Operational Excellence Delivers Organizational Insight

Focus. Discipline. Collaboration. Consistency. Accuracy. These are all great reasons for companies to establish goal-setting processes. But as your organization gets more mature around goals and goal management, the real opportunity emerges—the chance to use all of the big data in your enterprise to answer really interesting performance questions.

People analytics is a data-driven approach to managing employees at work. Companies such as Intel, Procter & Gamble, and Google are using people analytics to reinvent HR by bringing data and sophisticated analysis to bear on issues from recruiting and performance evaluation to leadership, hiring, promotion, team design and compensation.

Predictive analytics support both human resources and business leaders. For example, modern goal-setting and tracking platforms can tell if achievement distribution varies by function, department or manager. They can give you actionable intelligence to do something different, so having goals and outcomes together is helpful.

Goal setting based on

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Bing Gordon on the Future of Work

At BetterWorks, we have a tradition of inviting some of the brightest and most influential thinkers in the worlds of business, technology, science and design to our offices to share their experience and perspectives. After Bing Gordon visited, I sat down with him for an informal conversation about the future of the work experience.

Omar Divina: In video games, user experiences have moved toward increasing levels of reality. Where do you see technology interactions at work going?

Bing Gordon: I’m very bullish on wearables. All workers have so many demands on their time and attention. Wearables will help with things like “inferred check-ins” to minimize the friction of capturing metrics while you work.

Omar: So you believe that employees of the future will want to operate with some kind of daily dashboard?

Bing: Yes. Gaming is the “new normal” for user experience, and has shown that all kinds of people like quantitative interfaces and feedback. The Sims has as many numbers in its menu as an airplane pilot’s avionics. Even children’s games like Neopets and Pokemon are number heavy. Numbers are clear.

Omar: So a sin…

team-align

(VIDEO) Winning at Work with BetterWorks

 Successful teams work together to achieve goals. Disorganized teams flounder amid chaos. Watch how effective goal setting and employee engagement make a difference:

Win at work with BetterWorks from BetterWorks on Vimeo.

Help your business improve alignment so your employees can reach professional goals and your business can exceed organizational goals.

Visit betterworks.com and sign up to receive our monthly newsletter with tips about winning at work.

 

stand-out

10 Skills of the Highest Performers (#3 will surprise you)

Think about yourself. Now think about the people working with and around you. How good are you and your co-workers at:

             Prioritization
             Teamwork
             Organizational Awareness
             Problem Solving
             Self Awareness
             Proactivity
             Influence
             Decision Making
             Learning Agility
              Technical Expertise

The Corporate Executive Board (CEB) says building the next generation of high performing employees requires focusing on a new set of skills. It surveyed managers and employees globally to find the drivers of performance that differentiate those best able to perform in the new work environment and discovered these 10 competencies.

Why Do They Matter?

As businesses pursue “intelligent growth” strategies—meaning increasing revenue…

HR

Can HR Drive Excellence? Impacting Business and Culture through Goal Setting

I recently came across an HR Insights Blog featuring 10 Ways to Be Better in HR in 2014. Several of the points struck me as keys to Human Resources (HR) success not only this year, but for years to come:

#1 – Assume the role of a leader.
#4 – Take a risk.
#5 – Be more proactive, versus reactive.

Why? Because today’s HR professionals are more empowered than ever to add value to their businesses, and the best way to move the needle is to do things differently.

To consider thinking about HR the way John Maeda did. He is the former president of the Rhode Island School of Design (RISD) and now design partner at Kleiner Perkins Caufield Byers. One of the biggest organizational changes John instituted after becoming RISD president was, “moving HR away from being Toby in The Office,” to empowering HR.

When I heard him speak recently, he said: “Doing things on time, from work to training to development, is critical and the systems that enable people are what is most important. With that focus and discipline, you are able to get in tune with people’s creativity to drive the organization forward.”

I could n…

superstars

Why Your Business Should Never Grade on a Curve for Performance Management

Not one person in our company is a “low performer” and certainly no one is a “very low performer.” In fact, it’s quite the opposite. We have more than one hyper-performer and so does every innovative company that I know.

Google recently surpassed Apple as the world’s most valuable brand. Google has never graded on a curve and its focus on making sure every employee sets quarterly Objectives-Key Results (OKRs) has led to increased transparency, accountability, and a relatively flat organization. Google’s OKR model and original products have been widely recognized.

Talking with Laszlo Bock this month about employee performance gives me confidence that the Bell Curve era is over. Also known as Normal Distribution or Gaussian Distribution, the Bell Curve represents the thinking of prior generations. It’s Jack Welch’s and my father’s (or grandfather’s) way of thinking about performance management.

The

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