crowdsource your performance review

THE CROWDSOURCED PERFORMANCE REVIEW

TODAY’S SPEAKERS

ERIC MOSLEYCEO, GLOBOFORCE

CHARLIE UNGASHICKCMO, GLOBOFORCE

INCREASE EMPLOYEE ENGAGEMENT

CREATE A SINGLE GLOBAL CULTURE

IMPROVE BUDGETING & COST AWARENESS

MANAGE AND RETAIN TOP TALENT

25% INCREASE

IN EMPLOYEE ENGAGEMENT

88% INCREASE

IN RECOGNITION SATISFACTION

97% OF EMPLOYEES PROUD TO WORK FOR THEM

13% INCREASE

IN EMPLOYEE RETENTION

GLOBOFORCE CLIENTSGET RESULTS

PROVEN SUCCESSON A GLOBAL SCALE

POLL QUESTION:

What’s the #1 challenge for HR this year?

5

A. Employee engagement

B. Succession planning

C. Culture management

D. Employee retention/turnover

E. Performance management

F. Recruitment

G. Employee enablement

H. Employee satisfaction

I. Revenue per FTE

J. Productivity

TRADITIONAL PERFORMANCE REVIEWS

INDUSTRY MEGA TRENDS

SOCIAL RECOGNITION

CROWDSOURCING


EMAIL GENERATION

TWITTERGENERATION

POSITIVITY DOMINATED WORKPLACE

JIGME SINGYE WANGCHUCK

Stay twice as long in their jobs

Spend double their time at work focused on what they are paid to do

Take ten times less sick leave

Believe they are achieving their potential twice as much

HAPPY WORKER WORK HARDER

“PSYCAP”PSYCHOLOGICAL CAPITAL

1. Be mindful of the present

2. Celebrate small successes

3. Play to our strengths

4. Recognize performance

5. Show gratitude

5 KEYS TO PSYCAP

WOULD YOU WORK HARDER IF YOU FELT YOUR EFFORTS WOULD BE RECOGNIZED?

16

WOULD WORK HARDER78% OF EMPLOYEES

Workforce Mood Tracker Survey, 2012

Social Frequent Drives happiness

PERFORMANCE MANAGEMENT IN THE FUTURE



SOCIAL RECOGNITION

CROWDSOURCING


POLL QUESTION:

Do employees trust the effectiveness of performance reviews?

A. Completely

B. Mostly

C. Barely

D. Not at all

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A PROCESS FROZEN IN TIME

INFREQUENT FEEDBACK

A SINGLE POINT OF FAILURE

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.

REALITY

“Do you think the annual performance reviews are an accurate appraisal for employees’ work?”

Yes55%

No45%

THE DREADED FORM

SAME PROCESS.NEW TECHNOLOGY.

HOW DO YOU FIX THE TRADITIONAL APPRAISAL PROCESS?



SOCIAL RECOGNITION

CROWDSOURCING


POLL QUESTION:

When was the last time you received public recognition for a job well done?

29

A. In the past week

B. In the past month

C. Three months ago

D. Six months ago

E. More than six months ago

SOCIAL & STRATEGIC RECOGNITION

30

• Employee & manager centric application

• Branded experience, heavily promoted throughout the organization

• Portfolio of strategic awards with approvals, budgets and governance

• Social Data and Analytics exposes

• Social map of company

• Top performers and influencers

• Culture and Values adoption

• HCM Performance alignment

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.

“

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

32

33

Extrinsic Motivation Intrinsic

WHICH REWARDS?

Badges

Great Job!

WHICH REWARDS?

Pay Increases

WHICH REWARDS?

On-the-Spot Recognition

WHICH REWARDS?

Pay Rise Only On-the-Spot Recognition0%

5%

10%

ENGAGEMENT IMPACT

VIRAL ADOPTION,GLOBALLY

THE TIPPING POINT

STRATEGIC RECOGNITIONA PROVEN BEST PRACTICE

1 9 17 25 33 41 49 57 65 73 81 89 97 105 113 121 129 137 145 153 1610%

2%

4%

6%

8%

10%

12%

WEEKS

EMPL

OYE

E N

OM

INA

TIO

NS

Number of nominations as a % of headcount over weeks since launch.

Companies with most improved employee engagement scores have recognition programs with weekly nominations touching 5-8% of employees

Social Frequent Drives happiness Global approach Rewards with value Shared throughout the company Viral adoption




SOCIAL RECOGNITION

CROWDSOURCING


“To what extent do you trust the following forms of advertising?

Recommendations from people I know

Consumer opinions posted online 70% 30%

92% 8%

Trust Completely/Somewhat

Don’t Trust Much/At All

We find that expert ratings are correlated with Amazon ratings….experts and consumers agree in aggregate about the quality of a book.

EXPERT AND CONSUMER ALIGNMENT PROVES GREATER ACCURACY

“ “

EVERY DAY IMPACT OF CROWDSOURCED REVIEWS

WISDOM OF THE CROWDS & HR

Wisdom of the Crowds

Big data, in the form of social recognition.

What WE think.

Manager’s OpinionTraditional performance review.

What OUR MANAGER thinks.

FIX PERFORMANCE REVIEWS WITH THE WISDOM OF CROWDS



SOCIAL RECOGNITION

CROWDSOURCING


Crowdsourcing input about employee performance creates a market composed of every employee, and social recognition is the transaction engine of that market.

TRUE INFLUENCERS CAN BE FOUND INSTANTLY

COMBINING REVIEWS

INSIGHT FOR C-SUITE

Jim HolincheckManaging Vice President

“ “Budget will shift from annual merit increases to bottom-up, more frequent rewards…parts of

traditional talent management activities effectively become crowdsourced.

2012 Strategic Roadmap for Employee Performance Management

NETWORK OF NETWORKS

Social Frequent Drives happiness Global approach Rewards with value Shared throughout the company Viral adoption Part of compensation strategy Based on data New insight for managers & execs


GET THE BOOK

57

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