Get Started for FREE
Sign up with Facebook Sign up with X
I don't have a Facebook or a X account
 Your new post is loading...
Your new post is loading...
Scoop.it!
TINYhr presents the 2014 Employee Engagement & Organizational Culture Report, findings gathered from 200,000+ employee responses and 500+ organizations. 
No comment yet.
Sign up to comment
Scoop.it!
Watch this video to see why traditional employee evaluations are flawed. For more insights, read "Kill Your Performance Ratings," available at: strategy-busi...
Andrew Gerkens's insight:
This reinforces the benefits of cumulative conversations to develop purpose, to build alignment and to guide and improve performance. Traditional performance appraisals (and ratings) link to salary reviews, making pay the primary focus (i.e. it's not about helping people perform and improve, it's a competition for $). I'm keen to understand how people are separating salary review and bonus decisions from the broader performance improvement ecosystem. Apart from giving every worker the same % increase/bonus, how do you get money off the table, so people can willingly and safely talk about performance and focus on getting better at what they do every day?
Scoop.it!
They feel and perform better when the four basics are met.
Andrew Gerkens's insight:
When these four needs are met, they don't just make employees feel good - ultimately they improve their performance. 1. renewal (physical); 2. value (emotional), 3. focus (mental) and 4. purpose (spiritual). My favourite quote and the key message from the data - Rather than trying to forever get more out of their people, companies are far better served by systematically investing in meeting as many of their employees’ core needs as possible, so they’re freed and fueled to bring the best of themselves to work.
Scoop.it!
Andrew Gerkens's insight:
This is a truly wonderful book. David Niu, an entrepreneur (founder of TINYpulse) documents the personal and professional career break and vacation (careercation) he took with his family. He interviews entrepreneurs from around the world and draws lessons from them about leadership, people and business - lessons that led him to create TINYpulse. There are some truly wonderful insights about employee engagement....
Scoop.it!
It's time to rethink the concept of "employee engagement."The days of the annual engagement survey are slowly coming to an end, to be replaced by a much more holistic, integrated, and real-time
Scoop.it!
Andrew Gerkens's insight:
Some interesting results here, especially in terms of the impact of collaboration and teaming on engagement. Social (connections) are such a strong driver of : i. shared meaning and purpose, ii. support (networks) and iii. recognition and reward through shared experience.
Scoop.it!
Adobe abolished its performance review system in favor of ongoing “check-ins.” The check-in culture revolves around clear expectations and frequent feedback.
Andrew Gerkens's insight:
So exciting to see the traditional HR-led process being replaced with a simple, meaningful and continuous approach that aims to inspire and support performance. There is hope!
Scoop.it!
Andrew Gerkens's insight:
This paper, explores the key drivers of profitability and productivity identified in the 2011 High Performing Workplace Index report. In order of strength of correlation they are: 1.Leadership, 2. Innovation, 3. Customer Orientation, 4. Fairness, 5. Employee Experience. Page nine explores the importance of a 'developmental orientation' by leaders; the mindset that can drive employee engagement, experimentation and creativity. The paper also includes a diagnostic tool that can be used by individuals/teams to explore each of the five drivers.
Scoop.it!
Andrew Gerkens's insight:
Some good ideas and 9 key questions to consider why to innovate and where you might focus your efforts. You can read the supporting blog post here:
Scoop.it!
Andrew Gerkens's insight:
This CCL white paper explores the idea of 'Network Perspective', defined as the ability to look beyond the organisational chart to see, understand, and engage the informal, invisible structure supporting the organisation. Network-savvy leaders intentionally develop this perspective and create a connected, more interdependent culture.
Scoop.it!
Andrew Gerkens's insight:
If the business strategy sets the direction for moving the organisation from today’s competitive position to tomorrow’s enduring success; the leadership strategy is the human enabler of strategy execution.
|
Scoop.it!
Joe Folkman’s article Workers Aren’t Engaged points the finger in the right direction: “Everyone appears to agree that the primary problem of engagement is a management one, not a worker one. If there is an employee engagement problem, it lies ... Read More
Andrew Gerkens's insight:
Some great ideas that can be used to help define a 'develop others' capability. The gap is often in the 'doing' so, mapping out the specific activities to be performed by line leaders as part of their role, and supporting them with guidance, tools etc. can have a huge impact on performance
Nick Weaver's curator insight,
October 28, 2014 11:00 AM
Great article which builds on our conversation about employee engagement and the behavioural loop. Managers can drive change not employees,
Scoop.it!
So much of the research on workplace mentoring looks at the benefits of receiving mentoring. But does it help the mentor as well? Our research says yes!
Scoop.it!
After Ev Williams first started working on Twitter, he reached out to Jason Stirman in Texas. “You have to come out here,” Williams said. “Twitter is happening and we want you to join us.” But Stirman wasn’t easily convinced. “I told him, ‘You want me to move for 140 characters and a button? I don’t think so,’” Stirman says. “And I’ll never forget this. Ev looked me right in the eye and said, ‘If we do this right, it’ll totally change the way the world communicates.’ I thought to myself, ‘I like you, but you’re crazy.’” He regretted his decision almost immediately, and 18 months later, when Twitter hit 50 or so employees, he made the jump.
Scoop.it!
‘Leadership’ has been defined, re-defined and re-re-defined. While there are many ways to demonstrate leadership and as many different situations demand...
Andrew Gerkens's insight:
I love this post! It paints such a simple, yet powerful picture of what leaders developing others really looks like and achieves. Developing Others (I prefer this than the term coaching, as people have specific ideas about what coaching is/isn't and the term itself can frighten a lot of line leaders who don't see themselves as coaches) is about regular conversations and sharing that helps workers solve problems, sets them up for and supports them through difficult challenges, aligns them with business priorities and ultimately helps them get better at their work every day. A simple group activity you might try (with HR/L&D and/or line leaders) would be to pull this post apart and turn it into a simple set of behavioural expectations for your line leaders - make their role in developing team members clear. HR/L&D can then look at how they can best support and enable line leaders to perform their roles.
Scoop.it!
Andrew Gerkens's insight:
Leadership is social, so leadership development must also be social - getting things done and improving performance through others. This article summarises research on the impact of follow up discussions/coaching/support on performance improvement resulting from leadership development.
Joe Espana's curator insight,
May 3, 2014 5:07 AM
Leadership approachability is often shown as a high employee need
Scoop.it!
You don't want to answer them--but you have to. If you don't, you'll put your company in jeopardy.
Andrew Gerkens's insight:
Good questions to integrate into one on ones - Deliberate, proactive, transparent
Scoop.it!
Latest findings reveal that development opportunities and leadership engage people regardless of manager effectiveness.
Andrew Gerkens's insight:
The impact of development on employee engagement. Equip and support line leaders to effectively develop others and organisations will see significant improvements in engagement and productivity,
Nick Weaver's curator insight,
October 30, 2014 12:48 PM
The importance of having skilled managers to achieving business goals and employee engagement
Scoop.it!
It's that time of year again: Many workers and managers are preparing for the dreaded performance review. While most companies continue to do them, a few are scrapping the practice altogether.
Andrew Gerkens's insight:
Great case study of how appraisal proceses are being replaced with a simple and continuous approach to feedback that drives performance. A key fear raised by some is that removing appraisals makes it difficult to deal with employee relations issues. I disagree - if a person is under performing then formal counseling can still be used and documented as it is now. When this process is used properly, then there is no need to rely on performance appraisal documentation.
Scoop.it!
. Includes We seem to live in a world saturated with KPIs. Our corporate rivers are overflowing with them drenching everything in numbers and targets. KPIs stands for Key Performance Indicators and most
Andrew Gerkens's insight:
An interesting post that links to measuring the performance of managers- a balanced scorecard of KPIs in terms of customer, process, team and financial performance. Some useful links to more posts on KPIs. Consider how the 'employee satisfaction' KPI might translate to expectations for 'developing others'.
Scoop.it!
We tracked people priorities and trends in high-performance organizations during the five-year period from 2009 through 2013.
Andrew Gerkens's insight:
This research tracked opinions of employees in high-performance organisations (companies with performance levels above sector averages) during the five-year period from 2009 — when global gross domestic product trends began to improve — through 2013. The results show that four major topic areas gained substantially over this period. They include: career development, empowerment, rewards and recognition, and leadership.
Nick Weaver's curator insight,
October 30, 2014 12:59 PM
High performing companies are pro-active in listening to their employees. Interesting trends in the graphs back up everything RE is promoting. |
