Today’s workforce is no longer organized by siloed departments with hierarchical leadership structures. Instead, cross-functional teams are formed on the fly to address changing business priorities and demands for specialized skill sets. As a result, HR organizations are grappling with how to evolve their processes and procedures, specifically around performance management.
Recently, Betterworks partnered with Workology in a ‘themed week’ featuring 25 articles from HR industry thought leaders, analysts and practitioners. The goal was to help equip HR audiences with the latest strategies and tactics to optimize their employee experiences and performance management programs to motivate their workforces and deliver better business outcomes. Happy reading!
Trends in HR
Today’s workforce demands more from their employers. That reality will be the driving force behind the top three HR trends identified by Betterworks CEO Doug Dennerline.
While large Enterprise Planning companies continue to push performance management solutions designed around year-end reviews, a market is burgeoning for Continuous Performance Management platforms. Startups and analysts alike are recognizing the power of Continuous Management platforms to address HR’s top priorities.
At last, advanced analytics are coming to HR data. With actionable insights about and from the workforce, HR professionals will be empowered to optimize the workforce for business success.
Too many organizations still view HR as a defensive function that exists to protect the business from its own employees, but this outdated view does more harm than good. Betterworks CEO Doug Dennerline shares three truths about HR that will change how you view this critical function.
The nature of work has changed from primarily repetitive tasks to complex, creative tasks. To better serve employees and the business, performance management must evolve—and, along with it, HR tech.
Trust is an essential component of a successful team. It might seem counterintuitive, but anonymizing pulse surveys works against HR’s efforts to foster that trust. Learn why.
Developing and Retaining Top Talent
People managers have the power to make or break the workforce. Here are five ways HR professionals can unlock greater levels of performance across the workforce through their people managers.
Companies have a responsibility to nurture their employees’ talent and help them learn new skills. Backward-looking performance reviews do neither, but a small shift in perspective can put everyone on a more positive and forward-looking track.
Retaining talent is a top concern for CEOs and, yet, there’s a mismatch between the development processes and offerings these workers desire and what organizations provide. Learn how to give talent what they want without increasing administrative overhead.
Improving Employee Motivation
Most companies agree that the traditional annual performance review is one of the last things that motivates employees. To turn that around, companies need to have more frequent conversations around the right topics.
Motivation, asserts Betterworks’ CHRO Diane Strohfus, is a pre-requisite to employee engagement. In this article, Diane explains the value of motivation and three ways HR pros can motivate the workforce.
Both HR professionals and managers agree: annual reviews do not deliver on critical business outcomes. The answer? Continuous Performance Management.
Implementing Objectives and Key Results
A poor performance management process can drive valuable employees away. Learn first-hand how one talented professional is thriving after joining a company that users Objectives and Key Results as an integral part of its Continuous Performance Management program.
In an effort to facilitate agility during a period of rapid growth, Auth0 adopted Objectives and Key Results (OKRs). In this Q&A, Chief of Staff Ari Schapiro shares how the program is implemented and the role of technology in the program’s success.
Objectives and Key Results (OKRs) can help ensure that every employee’s work is aligned to the company’s top goals. Learn how to implement OKRs and get examples for each business department with The Betterworks Guide to Departmental OKRs.
Continuous Performance Management Best Practices
Companies like tech startups that need to be agile best benefit from frequent, forward-facing, light-touch performance reviews. Randal Vegter, Head of People Operations at NewsCred, shares his lessons learned moving away from annual performance reviews.
While crucial to business success, talent management often takes a backseat to other projects like product development and marketing campaigns. In this article, Khan Academy’s Karina Young shares tips for ensuring that performance management remains a major business priority.
Karina Young, People Operations Manager at Khan Academy, provides HR professionals advice on building a successful performance management program. She covers the importance of training management, getting help when you need it, and educating new-hires during the onboarding process.
Transitioning to a Continuous Performance Management® model can be an organizational and technological challenge. Here are three ways HR pros can successfully manage the transition by focusing on the value to employees and helping them to see that value in their daily lives.
Business professionals acknowledge that annual performance reviews are a fundamentally broken process, and yet, the majority of professionals surveyed by Betterworks continue to depend on annual (or less frequent) review cycles. Learn a better way to move forward.
Motivated employees bring more value to the business, but how do you motivate employees? This article specifies four drivers of motivation and how to address them using Continuous Performance Management.
Managers are in a key position to boost performance across the company, but that doesn’t happen by itself. Learn how you can help your managers to better help the company as a whole.
In their effort to be more agile, enterprises are recognizing the need to transition from annual performance reviews to Continuous Performance Management. Jeff Cash, Vice President and COO, shares his three critical lessons learned from deploying a Continuous Performance Management program at Architectural Fabrication.