what will the performance review look like in 2016?
TRANSCRIPT
WHAT WILL THEPERFORMANCE REVIEW
LOOK LIKE IN 2016
Presented by
Click the ldquotweetrdquo button above to tweet the information on each slide
Performance reviews have been an organizational staple for decades Whether through a 11 conversation or written reports these reviews have helped set goals and objectives for employees to work towards and be reviewed on
But the decline of the traditional review is a growing trend and for good reasons
According to a Deloitte University study Only 8 of companies report that their performance management process drives high levels of value while 58 said it is not an eective use of time Todayrsquos widespread ranking-and-ratings-based performance management is damaging employee engagement alienating high performers and costing managers valuable time
SOURCE
And research reveals todayrsquos assessments are actually more reflective of the rater than the ratee
When the majority of ratings of another person are based on an idiosyncratic pattern of rating dierent people the same way 61 of a performance rating is typically a reflection of the rater not the ratee And a mere 21 is actually based on the rateersquos performance The more complicated you make the scales and the model the more inaccurate the rating gets
SOURCESOURCE
So what should the performance review of 2016 look like to be more eective How do you switch the thinking from ldquomanagingrdquo a personrsquos performance to ldquodevelopingrdquo their strengths providing ongoing feedback and giving meaningful recognition that inspires innovation and great work at all levels
WELCOME TO THE NEW ERA OF PERFORMANCE DEVELOPMENT
EMPOWER EMPLOYEES TO SET GOALS PER INITIATIVE
FOCUS ON INDIVIDUAL STRENGTHS
PROVIDE ONGOING FEEDBACK
GIVE MEANINGFUL RECOGNITION
While the annual performance review relies on manager feedback performance development in 2016 should rely on real-time reviews of each initiative right after completion Through feedback tools goal-setting apps and team communication capabilities every team member can begin working towards a set goal and measure progress along the way without waiting for year end
1 EMPOWER EMPLOYEES TO SETSPECIFIC GOALS PER INITIATIVE
As organizations are quickly finding out assessing skills has also created inconsistent data Worse these skill assessments are hindering employee productivity and motivation Instead of time-consuming skill assessments managers should look for ways to focus on employeesrsquo strengths and future actions
2 FOCUS ON INDIVIDUAL STRENGTHS
A study by Gallup found that people who use their strengths every day are six times more likely to be engaged on the job
When employees feel that their company cares and encourages them to make the most of their strengths they are more likely to respond with increased discretionary eort a stronger work ethic and more enthusiasm and commitment
SOURCESOURCE
Research shows that yearly feedback is not enough to motivate employeesmdashespecially if theyrsquore Millennials Instead employers will start to develop systems of frequent feedback and check-ins remembering that open lines of communication build trust and teamwork in the workplace
3 PROVIDE ONGOING FEEDBACK
Donna Morris VP of people and places at Adobe explains her experience with consistent feedback with performance management Our check-ins provide a disciplined framework for establishing expectations which is really fundamentalhellipwhen employees are provided with continuous ongoing genuine feedback they can really make an impact and get back to those business priorities
SOURCESOURCE
Why is recognition critical to employee development According to 2015 research by Aon Hewitt 72 of employees value communication and recognition from their leaders and 46 report they donrsquot get enough Employees want more feedback on their job performance and recognition of eorts and achievements from their direct managers In fact employees who get recognized and encouraged to share ideas and opinions with others are 3x more engaged Towers Watson research also finds recognition done well increases trust communication accountability and goal-setting attributes
4 GIVE MEANINGFUL APPRECIATION
SOURCE
The year ahead will see more employers managers
and team members focus on appreciating great work
especially when performance is aligned with company
values such as customer care innovation and teamwork
Organizations that take the extra eort to empower all
employees to create meaningful recognition experiences
will see a boost in engagement productivity retention
and overall great work
SOURCE
JOIN THE CONVERSATION ON
MAGAZINEa
OC TANNER AND THE OC TANNER INSTITUTE
OC Tanner number 40 on the 2015 FORTUNE 100 Best Companies
to Work Forreg list helps organizations create great work environments
by inspiring and appreciating great work Thousands of clients
globally use the companyrsquos cloud-based technology tools awards
and education services to engage talent increase performance
drive goals and create experiences that fuel the human spirit Learn
more at octannercom
The OC Tanner Institute regularly commissions research and provides
a global forum for exchanging ideas about recognition engagement
leadership culture human values and sound business principles
REASONS LEADERSHIPDEVELOPMENT FAILS
4EMPLOYEE DEVELOPMENT
STRATEGIES FOR YOUR REMOTE WORKFORCE
7KEY INSIGHTS FROM
HR TECH 2015
5 Everyday Objects that are the Result
of Great Work
MYTHS ABOUT GREAT WORKAND the Reality of What to Do to
Make it Happen
6
MORE PRESENTATIONS BY OC TANNER
Presented by
Click the ldquotweetrdquo button above to tweet the information on each slide
Performance reviews have been an organizational staple for decades Whether through a 11 conversation or written reports these reviews have helped set goals and objectives for employees to work towards and be reviewed on
But the decline of the traditional review is a growing trend and for good reasons
According to a Deloitte University study Only 8 of companies report that their performance management process drives high levels of value while 58 said it is not an eective use of time Todayrsquos widespread ranking-and-ratings-based performance management is damaging employee engagement alienating high performers and costing managers valuable time
SOURCE
And research reveals todayrsquos assessments are actually more reflective of the rater than the ratee
When the majority of ratings of another person are based on an idiosyncratic pattern of rating dierent people the same way 61 of a performance rating is typically a reflection of the rater not the ratee And a mere 21 is actually based on the rateersquos performance The more complicated you make the scales and the model the more inaccurate the rating gets
SOURCESOURCE
So what should the performance review of 2016 look like to be more eective How do you switch the thinking from ldquomanagingrdquo a personrsquos performance to ldquodevelopingrdquo their strengths providing ongoing feedback and giving meaningful recognition that inspires innovation and great work at all levels
WELCOME TO THE NEW ERA OF PERFORMANCE DEVELOPMENT
EMPOWER EMPLOYEES TO SET GOALS PER INITIATIVE
FOCUS ON INDIVIDUAL STRENGTHS
PROVIDE ONGOING FEEDBACK
GIVE MEANINGFUL RECOGNITION
While the annual performance review relies on manager feedback performance development in 2016 should rely on real-time reviews of each initiative right after completion Through feedback tools goal-setting apps and team communication capabilities every team member can begin working towards a set goal and measure progress along the way without waiting for year end
1 EMPOWER EMPLOYEES TO SETSPECIFIC GOALS PER INITIATIVE
As organizations are quickly finding out assessing skills has also created inconsistent data Worse these skill assessments are hindering employee productivity and motivation Instead of time-consuming skill assessments managers should look for ways to focus on employeesrsquo strengths and future actions
2 FOCUS ON INDIVIDUAL STRENGTHS
A study by Gallup found that people who use their strengths every day are six times more likely to be engaged on the job
When employees feel that their company cares and encourages them to make the most of their strengths they are more likely to respond with increased discretionary eort a stronger work ethic and more enthusiasm and commitment
SOURCESOURCE
Research shows that yearly feedback is not enough to motivate employeesmdashespecially if theyrsquore Millennials Instead employers will start to develop systems of frequent feedback and check-ins remembering that open lines of communication build trust and teamwork in the workplace
3 PROVIDE ONGOING FEEDBACK
Donna Morris VP of people and places at Adobe explains her experience with consistent feedback with performance management Our check-ins provide a disciplined framework for establishing expectations which is really fundamentalhellipwhen employees are provided with continuous ongoing genuine feedback they can really make an impact and get back to those business priorities
SOURCESOURCE
Why is recognition critical to employee development According to 2015 research by Aon Hewitt 72 of employees value communication and recognition from their leaders and 46 report they donrsquot get enough Employees want more feedback on their job performance and recognition of eorts and achievements from their direct managers In fact employees who get recognized and encouraged to share ideas and opinions with others are 3x more engaged Towers Watson research also finds recognition done well increases trust communication accountability and goal-setting attributes
4 GIVE MEANINGFUL APPRECIATION
SOURCE
The year ahead will see more employers managers
and team members focus on appreciating great work
especially when performance is aligned with company
values such as customer care innovation and teamwork
Organizations that take the extra eort to empower all
employees to create meaningful recognition experiences
will see a boost in engagement productivity retention
and overall great work
SOURCE
JOIN THE CONVERSATION ON
MAGAZINEa
OC TANNER AND THE OC TANNER INSTITUTE
OC Tanner number 40 on the 2015 FORTUNE 100 Best Companies
to Work Forreg list helps organizations create great work environments
by inspiring and appreciating great work Thousands of clients
globally use the companyrsquos cloud-based technology tools awards
and education services to engage talent increase performance
drive goals and create experiences that fuel the human spirit Learn
more at octannercom
The OC Tanner Institute regularly commissions research and provides
a global forum for exchanging ideas about recognition engagement
leadership culture human values and sound business principles
REASONS LEADERSHIPDEVELOPMENT FAILS
4EMPLOYEE DEVELOPMENT
STRATEGIES FOR YOUR REMOTE WORKFORCE
7KEY INSIGHTS FROM
HR TECH 2015
5 Everyday Objects that are the Result
of Great Work
MYTHS ABOUT GREAT WORKAND the Reality of What to Do to
Make it Happen
6
MORE PRESENTATIONS BY OC TANNER
Click the ldquotweetrdquo button above to tweet the information on each slide
Performance reviews have been an organizational staple for decades Whether through a 11 conversation or written reports these reviews have helped set goals and objectives for employees to work towards and be reviewed on
But the decline of the traditional review is a growing trend and for good reasons
According to a Deloitte University study Only 8 of companies report that their performance management process drives high levels of value while 58 said it is not an eective use of time Todayrsquos widespread ranking-and-ratings-based performance management is damaging employee engagement alienating high performers and costing managers valuable time
SOURCE
And research reveals todayrsquos assessments are actually more reflective of the rater than the ratee
When the majority of ratings of another person are based on an idiosyncratic pattern of rating dierent people the same way 61 of a performance rating is typically a reflection of the rater not the ratee And a mere 21 is actually based on the rateersquos performance The more complicated you make the scales and the model the more inaccurate the rating gets
SOURCESOURCE
So what should the performance review of 2016 look like to be more eective How do you switch the thinking from ldquomanagingrdquo a personrsquos performance to ldquodevelopingrdquo their strengths providing ongoing feedback and giving meaningful recognition that inspires innovation and great work at all levels
WELCOME TO THE NEW ERA OF PERFORMANCE DEVELOPMENT
EMPOWER EMPLOYEES TO SET GOALS PER INITIATIVE
FOCUS ON INDIVIDUAL STRENGTHS
PROVIDE ONGOING FEEDBACK
GIVE MEANINGFUL RECOGNITION
While the annual performance review relies on manager feedback performance development in 2016 should rely on real-time reviews of each initiative right after completion Through feedback tools goal-setting apps and team communication capabilities every team member can begin working towards a set goal and measure progress along the way without waiting for year end
1 EMPOWER EMPLOYEES TO SETSPECIFIC GOALS PER INITIATIVE
As organizations are quickly finding out assessing skills has also created inconsistent data Worse these skill assessments are hindering employee productivity and motivation Instead of time-consuming skill assessments managers should look for ways to focus on employeesrsquo strengths and future actions
2 FOCUS ON INDIVIDUAL STRENGTHS
A study by Gallup found that people who use their strengths every day are six times more likely to be engaged on the job
When employees feel that their company cares and encourages them to make the most of their strengths they are more likely to respond with increased discretionary eort a stronger work ethic and more enthusiasm and commitment
SOURCESOURCE
Research shows that yearly feedback is not enough to motivate employeesmdashespecially if theyrsquore Millennials Instead employers will start to develop systems of frequent feedback and check-ins remembering that open lines of communication build trust and teamwork in the workplace
3 PROVIDE ONGOING FEEDBACK
Donna Morris VP of people and places at Adobe explains her experience with consistent feedback with performance management Our check-ins provide a disciplined framework for establishing expectations which is really fundamentalhellipwhen employees are provided with continuous ongoing genuine feedback they can really make an impact and get back to those business priorities
SOURCESOURCE
Why is recognition critical to employee development According to 2015 research by Aon Hewitt 72 of employees value communication and recognition from their leaders and 46 report they donrsquot get enough Employees want more feedback on their job performance and recognition of eorts and achievements from their direct managers In fact employees who get recognized and encouraged to share ideas and opinions with others are 3x more engaged Towers Watson research also finds recognition done well increases trust communication accountability and goal-setting attributes
4 GIVE MEANINGFUL APPRECIATION
SOURCE
The year ahead will see more employers managers
and team members focus on appreciating great work
especially when performance is aligned with company
values such as customer care innovation and teamwork
Organizations that take the extra eort to empower all
employees to create meaningful recognition experiences
will see a boost in engagement productivity retention
and overall great work
SOURCE
JOIN THE CONVERSATION ON
MAGAZINEa
OC TANNER AND THE OC TANNER INSTITUTE
OC Tanner number 40 on the 2015 FORTUNE 100 Best Companies
to Work Forreg list helps organizations create great work environments
by inspiring and appreciating great work Thousands of clients
globally use the companyrsquos cloud-based technology tools awards
and education services to engage talent increase performance
drive goals and create experiences that fuel the human spirit Learn
more at octannercom
The OC Tanner Institute regularly commissions research and provides
a global forum for exchanging ideas about recognition engagement
leadership culture human values and sound business principles
REASONS LEADERSHIPDEVELOPMENT FAILS
4EMPLOYEE DEVELOPMENT
STRATEGIES FOR YOUR REMOTE WORKFORCE
7KEY INSIGHTS FROM
HR TECH 2015
5 Everyday Objects that are the Result
of Great Work
MYTHS ABOUT GREAT WORKAND the Reality of What to Do to
Make it Happen
6
MORE PRESENTATIONS BY OC TANNER
Performance reviews have been an organizational staple for decades Whether through a 11 conversation or written reports these reviews have helped set goals and objectives for employees to work towards and be reviewed on
But the decline of the traditional review is a growing trend and for good reasons
According to a Deloitte University study Only 8 of companies report that their performance management process drives high levels of value while 58 said it is not an eective use of time Todayrsquos widespread ranking-and-ratings-based performance management is damaging employee engagement alienating high performers and costing managers valuable time
SOURCE
And research reveals todayrsquos assessments are actually more reflective of the rater than the ratee
When the majority of ratings of another person are based on an idiosyncratic pattern of rating dierent people the same way 61 of a performance rating is typically a reflection of the rater not the ratee And a mere 21 is actually based on the rateersquos performance The more complicated you make the scales and the model the more inaccurate the rating gets
SOURCESOURCE
So what should the performance review of 2016 look like to be more eective How do you switch the thinking from ldquomanagingrdquo a personrsquos performance to ldquodevelopingrdquo their strengths providing ongoing feedback and giving meaningful recognition that inspires innovation and great work at all levels
WELCOME TO THE NEW ERA OF PERFORMANCE DEVELOPMENT
EMPOWER EMPLOYEES TO SET GOALS PER INITIATIVE
FOCUS ON INDIVIDUAL STRENGTHS
PROVIDE ONGOING FEEDBACK
GIVE MEANINGFUL RECOGNITION
While the annual performance review relies on manager feedback performance development in 2016 should rely on real-time reviews of each initiative right after completion Through feedback tools goal-setting apps and team communication capabilities every team member can begin working towards a set goal and measure progress along the way without waiting for year end
1 EMPOWER EMPLOYEES TO SETSPECIFIC GOALS PER INITIATIVE
As organizations are quickly finding out assessing skills has also created inconsistent data Worse these skill assessments are hindering employee productivity and motivation Instead of time-consuming skill assessments managers should look for ways to focus on employeesrsquo strengths and future actions
2 FOCUS ON INDIVIDUAL STRENGTHS
A study by Gallup found that people who use their strengths every day are six times more likely to be engaged on the job
When employees feel that their company cares and encourages them to make the most of their strengths they are more likely to respond with increased discretionary eort a stronger work ethic and more enthusiasm and commitment
SOURCESOURCE
Research shows that yearly feedback is not enough to motivate employeesmdashespecially if theyrsquore Millennials Instead employers will start to develop systems of frequent feedback and check-ins remembering that open lines of communication build trust and teamwork in the workplace
3 PROVIDE ONGOING FEEDBACK
Donna Morris VP of people and places at Adobe explains her experience with consistent feedback with performance management Our check-ins provide a disciplined framework for establishing expectations which is really fundamentalhellipwhen employees are provided with continuous ongoing genuine feedback they can really make an impact and get back to those business priorities
SOURCESOURCE
Why is recognition critical to employee development According to 2015 research by Aon Hewitt 72 of employees value communication and recognition from their leaders and 46 report they donrsquot get enough Employees want more feedback on their job performance and recognition of eorts and achievements from their direct managers In fact employees who get recognized and encouraged to share ideas and opinions with others are 3x more engaged Towers Watson research also finds recognition done well increases trust communication accountability and goal-setting attributes
4 GIVE MEANINGFUL APPRECIATION
SOURCE
The year ahead will see more employers managers
and team members focus on appreciating great work
especially when performance is aligned with company
values such as customer care innovation and teamwork
Organizations that take the extra eort to empower all
employees to create meaningful recognition experiences
will see a boost in engagement productivity retention
and overall great work
SOURCE
JOIN THE CONVERSATION ON
MAGAZINEa
OC TANNER AND THE OC TANNER INSTITUTE
OC Tanner number 40 on the 2015 FORTUNE 100 Best Companies
to Work Forreg list helps organizations create great work environments
by inspiring and appreciating great work Thousands of clients
globally use the companyrsquos cloud-based technology tools awards
and education services to engage talent increase performance
drive goals and create experiences that fuel the human spirit Learn
more at octannercom
The OC Tanner Institute regularly commissions research and provides
a global forum for exchanging ideas about recognition engagement
leadership culture human values and sound business principles
REASONS LEADERSHIPDEVELOPMENT FAILS
4EMPLOYEE DEVELOPMENT
STRATEGIES FOR YOUR REMOTE WORKFORCE
7KEY INSIGHTS FROM
HR TECH 2015
5 Everyday Objects that are the Result
of Great Work
MYTHS ABOUT GREAT WORKAND the Reality of What to Do to
Make it Happen
6
MORE PRESENTATIONS BY OC TANNER
But the decline of the traditional review is a growing trend and for good reasons
According to a Deloitte University study Only 8 of companies report that their performance management process drives high levels of value while 58 said it is not an eective use of time Todayrsquos widespread ranking-and-ratings-based performance management is damaging employee engagement alienating high performers and costing managers valuable time
SOURCE
And research reveals todayrsquos assessments are actually more reflective of the rater than the ratee
When the majority of ratings of another person are based on an idiosyncratic pattern of rating dierent people the same way 61 of a performance rating is typically a reflection of the rater not the ratee And a mere 21 is actually based on the rateersquos performance The more complicated you make the scales and the model the more inaccurate the rating gets
SOURCESOURCE
So what should the performance review of 2016 look like to be more eective How do you switch the thinking from ldquomanagingrdquo a personrsquos performance to ldquodevelopingrdquo their strengths providing ongoing feedback and giving meaningful recognition that inspires innovation and great work at all levels
WELCOME TO THE NEW ERA OF PERFORMANCE DEVELOPMENT
EMPOWER EMPLOYEES TO SET GOALS PER INITIATIVE
FOCUS ON INDIVIDUAL STRENGTHS
PROVIDE ONGOING FEEDBACK
GIVE MEANINGFUL RECOGNITION
While the annual performance review relies on manager feedback performance development in 2016 should rely on real-time reviews of each initiative right after completion Through feedback tools goal-setting apps and team communication capabilities every team member can begin working towards a set goal and measure progress along the way without waiting for year end
1 EMPOWER EMPLOYEES TO SETSPECIFIC GOALS PER INITIATIVE
As organizations are quickly finding out assessing skills has also created inconsistent data Worse these skill assessments are hindering employee productivity and motivation Instead of time-consuming skill assessments managers should look for ways to focus on employeesrsquo strengths and future actions
2 FOCUS ON INDIVIDUAL STRENGTHS
A study by Gallup found that people who use their strengths every day are six times more likely to be engaged on the job
When employees feel that their company cares and encourages them to make the most of their strengths they are more likely to respond with increased discretionary eort a stronger work ethic and more enthusiasm and commitment
SOURCESOURCE
Research shows that yearly feedback is not enough to motivate employeesmdashespecially if theyrsquore Millennials Instead employers will start to develop systems of frequent feedback and check-ins remembering that open lines of communication build trust and teamwork in the workplace
3 PROVIDE ONGOING FEEDBACK
Donna Morris VP of people and places at Adobe explains her experience with consistent feedback with performance management Our check-ins provide a disciplined framework for establishing expectations which is really fundamentalhellipwhen employees are provided with continuous ongoing genuine feedback they can really make an impact and get back to those business priorities
SOURCESOURCE
Why is recognition critical to employee development According to 2015 research by Aon Hewitt 72 of employees value communication and recognition from their leaders and 46 report they donrsquot get enough Employees want more feedback on their job performance and recognition of eorts and achievements from their direct managers In fact employees who get recognized and encouraged to share ideas and opinions with others are 3x more engaged Towers Watson research also finds recognition done well increases trust communication accountability and goal-setting attributes
4 GIVE MEANINGFUL APPRECIATION
SOURCE
The year ahead will see more employers managers
and team members focus on appreciating great work
especially when performance is aligned with company
values such as customer care innovation and teamwork
Organizations that take the extra eort to empower all
employees to create meaningful recognition experiences
will see a boost in engagement productivity retention
and overall great work
SOURCE
JOIN THE CONVERSATION ON
MAGAZINEa
OC TANNER AND THE OC TANNER INSTITUTE
OC Tanner number 40 on the 2015 FORTUNE 100 Best Companies
to Work Forreg list helps organizations create great work environments
by inspiring and appreciating great work Thousands of clients
globally use the companyrsquos cloud-based technology tools awards
and education services to engage talent increase performance
drive goals and create experiences that fuel the human spirit Learn
more at octannercom
The OC Tanner Institute regularly commissions research and provides
a global forum for exchanging ideas about recognition engagement
leadership culture human values and sound business principles
REASONS LEADERSHIPDEVELOPMENT FAILS
4EMPLOYEE DEVELOPMENT
STRATEGIES FOR YOUR REMOTE WORKFORCE
7KEY INSIGHTS FROM
HR TECH 2015
5 Everyday Objects that are the Result
of Great Work
MYTHS ABOUT GREAT WORKAND the Reality of What to Do to
Make it Happen
6
MORE PRESENTATIONS BY OC TANNER
And research reveals todayrsquos assessments are actually more reflective of the rater than the ratee
When the majority of ratings of another person are based on an idiosyncratic pattern of rating dierent people the same way 61 of a performance rating is typically a reflection of the rater not the ratee And a mere 21 is actually based on the rateersquos performance The more complicated you make the scales and the model the more inaccurate the rating gets
SOURCESOURCE
So what should the performance review of 2016 look like to be more eective How do you switch the thinking from ldquomanagingrdquo a personrsquos performance to ldquodevelopingrdquo their strengths providing ongoing feedback and giving meaningful recognition that inspires innovation and great work at all levels
WELCOME TO THE NEW ERA OF PERFORMANCE DEVELOPMENT
EMPOWER EMPLOYEES TO SET GOALS PER INITIATIVE
FOCUS ON INDIVIDUAL STRENGTHS
PROVIDE ONGOING FEEDBACK
GIVE MEANINGFUL RECOGNITION
While the annual performance review relies on manager feedback performance development in 2016 should rely on real-time reviews of each initiative right after completion Through feedback tools goal-setting apps and team communication capabilities every team member can begin working towards a set goal and measure progress along the way without waiting for year end
1 EMPOWER EMPLOYEES TO SETSPECIFIC GOALS PER INITIATIVE
As organizations are quickly finding out assessing skills has also created inconsistent data Worse these skill assessments are hindering employee productivity and motivation Instead of time-consuming skill assessments managers should look for ways to focus on employeesrsquo strengths and future actions
2 FOCUS ON INDIVIDUAL STRENGTHS
A study by Gallup found that people who use their strengths every day are six times more likely to be engaged on the job
When employees feel that their company cares and encourages them to make the most of their strengths they are more likely to respond with increased discretionary eort a stronger work ethic and more enthusiasm and commitment
SOURCESOURCE
Research shows that yearly feedback is not enough to motivate employeesmdashespecially if theyrsquore Millennials Instead employers will start to develop systems of frequent feedback and check-ins remembering that open lines of communication build trust and teamwork in the workplace
3 PROVIDE ONGOING FEEDBACK
Donna Morris VP of people and places at Adobe explains her experience with consistent feedback with performance management Our check-ins provide a disciplined framework for establishing expectations which is really fundamentalhellipwhen employees are provided with continuous ongoing genuine feedback they can really make an impact and get back to those business priorities
SOURCESOURCE
Why is recognition critical to employee development According to 2015 research by Aon Hewitt 72 of employees value communication and recognition from their leaders and 46 report they donrsquot get enough Employees want more feedback on their job performance and recognition of eorts and achievements from their direct managers In fact employees who get recognized and encouraged to share ideas and opinions with others are 3x more engaged Towers Watson research also finds recognition done well increases trust communication accountability and goal-setting attributes
4 GIVE MEANINGFUL APPRECIATION
SOURCE
The year ahead will see more employers managers
and team members focus on appreciating great work
especially when performance is aligned with company
values such as customer care innovation and teamwork
Organizations that take the extra eort to empower all
employees to create meaningful recognition experiences
will see a boost in engagement productivity retention
and overall great work
SOURCE
JOIN THE CONVERSATION ON
MAGAZINEa
OC TANNER AND THE OC TANNER INSTITUTE
OC Tanner number 40 on the 2015 FORTUNE 100 Best Companies
to Work Forreg list helps organizations create great work environments
by inspiring and appreciating great work Thousands of clients
globally use the companyrsquos cloud-based technology tools awards
and education services to engage talent increase performance
drive goals and create experiences that fuel the human spirit Learn
more at octannercom
The OC Tanner Institute regularly commissions research and provides
a global forum for exchanging ideas about recognition engagement
leadership culture human values and sound business principles
REASONS LEADERSHIPDEVELOPMENT FAILS
4EMPLOYEE DEVELOPMENT
STRATEGIES FOR YOUR REMOTE WORKFORCE
7KEY INSIGHTS FROM
HR TECH 2015
5 Everyday Objects that are the Result
of Great Work
MYTHS ABOUT GREAT WORKAND the Reality of What to Do to
Make it Happen
6
MORE PRESENTATIONS BY OC TANNER
So what should the performance review of 2016 look like to be more eective How do you switch the thinking from ldquomanagingrdquo a personrsquos performance to ldquodevelopingrdquo their strengths providing ongoing feedback and giving meaningful recognition that inspires innovation and great work at all levels
WELCOME TO THE NEW ERA OF PERFORMANCE DEVELOPMENT
EMPOWER EMPLOYEES TO SET GOALS PER INITIATIVE
FOCUS ON INDIVIDUAL STRENGTHS
PROVIDE ONGOING FEEDBACK
GIVE MEANINGFUL RECOGNITION
While the annual performance review relies on manager feedback performance development in 2016 should rely on real-time reviews of each initiative right after completion Through feedback tools goal-setting apps and team communication capabilities every team member can begin working towards a set goal and measure progress along the way without waiting for year end
1 EMPOWER EMPLOYEES TO SETSPECIFIC GOALS PER INITIATIVE
As organizations are quickly finding out assessing skills has also created inconsistent data Worse these skill assessments are hindering employee productivity and motivation Instead of time-consuming skill assessments managers should look for ways to focus on employeesrsquo strengths and future actions
2 FOCUS ON INDIVIDUAL STRENGTHS
A study by Gallup found that people who use their strengths every day are six times more likely to be engaged on the job
When employees feel that their company cares and encourages them to make the most of their strengths they are more likely to respond with increased discretionary eort a stronger work ethic and more enthusiasm and commitment
SOURCESOURCE
Research shows that yearly feedback is not enough to motivate employeesmdashespecially if theyrsquore Millennials Instead employers will start to develop systems of frequent feedback and check-ins remembering that open lines of communication build trust and teamwork in the workplace
3 PROVIDE ONGOING FEEDBACK
Donna Morris VP of people and places at Adobe explains her experience with consistent feedback with performance management Our check-ins provide a disciplined framework for establishing expectations which is really fundamentalhellipwhen employees are provided with continuous ongoing genuine feedback they can really make an impact and get back to those business priorities
SOURCESOURCE
Why is recognition critical to employee development According to 2015 research by Aon Hewitt 72 of employees value communication and recognition from their leaders and 46 report they donrsquot get enough Employees want more feedback on their job performance and recognition of eorts and achievements from their direct managers In fact employees who get recognized and encouraged to share ideas and opinions with others are 3x more engaged Towers Watson research also finds recognition done well increases trust communication accountability and goal-setting attributes
4 GIVE MEANINGFUL APPRECIATION
SOURCE
The year ahead will see more employers managers
and team members focus on appreciating great work
especially when performance is aligned with company
values such as customer care innovation and teamwork
Organizations that take the extra eort to empower all
employees to create meaningful recognition experiences
will see a boost in engagement productivity retention
and overall great work
SOURCE
JOIN THE CONVERSATION ON
MAGAZINEa
OC TANNER AND THE OC TANNER INSTITUTE
OC Tanner number 40 on the 2015 FORTUNE 100 Best Companies
to Work Forreg list helps organizations create great work environments
by inspiring and appreciating great work Thousands of clients
globally use the companyrsquos cloud-based technology tools awards
and education services to engage talent increase performance
drive goals and create experiences that fuel the human spirit Learn
more at octannercom
The OC Tanner Institute regularly commissions research and provides
a global forum for exchanging ideas about recognition engagement
leadership culture human values and sound business principles
REASONS LEADERSHIPDEVELOPMENT FAILS
4EMPLOYEE DEVELOPMENT
STRATEGIES FOR YOUR REMOTE WORKFORCE
7KEY INSIGHTS FROM
HR TECH 2015
5 Everyday Objects that are the Result
of Great Work
MYTHS ABOUT GREAT WORKAND the Reality of What to Do to
Make it Happen
6
MORE PRESENTATIONS BY OC TANNER
WELCOME TO THE NEW ERA OF PERFORMANCE DEVELOPMENT
EMPOWER EMPLOYEES TO SET GOALS PER INITIATIVE
FOCUS ON INDIVIDUAL STRENGTHS
PROVIDE ONGOING FEEDBACK
GIVE MEANINGFUL RECOGNITION
While the annual performance review relies on manager feedback performance development in 2016 should rely on real-time reviews of each initiative right after completion Through feedback tools goal-setting apps and team communication capabilities every team member can begin working towards a set goal and measure progress along the way without waiting for year end
1 EMPOWER EMPLOYEES TO SETSPECIFIC GOALS PER INITIATIVE
As organizations are quickly finding out assessing skills has also created inconsistent data Worse these skill assessments are hindering employee productivity and motivation Instead of time-consuming skill assessments managers should look for ways to focus on employeesrsquo strengths and future actions
2 FOCUS ON INDIVIDUAL STRENGTHS
A study by Gallup found that people who use their strengths every day are six times more likely to be engaged on the job
When employees feel that their company cares and encourages them to make the most of their strengths they are more likely to respond with increased discretionary eort a stronger work ethic and more enthusiasm and commitment
SOURCESOURCE
Research shows that yearly feedback is not enough to motivate employeesmdashespecially if theyrsquore Millennials Instead employers will start to develop systems of frequent feedback and check-ins remembering that open lines of communication build trust and teamwork in the workplace
3 PROVIDE ONGOING FEEDBACK
Donna Morris VP of people and places at Adobe explains her experience with consistent feedback with performance management Our check-ins provide a disciplined framework for establishing expectations which is really fundamentalhellipwhen employees are provided with continuous ongoing genuine feedback they can really make an impact and get back to those business priorities
SOURCESOURCE
Why is recognition critical to employee development According to 2015 research by Aon Hewitt 72 of employees value communication and recognition from their leaders and 46 report they donrsquot get enough Employees want more feedback on their job performance and recognition of eorts and achievements from their direct managers In fact employees who get recognized and encouraged to share ideas and opinions with others are 3x more engaged Towers Watson research also finds recognition done well increases trust communication accountability and goal-setting attributes
4 GIVE MEANINGFUL APPRECIATION
SOURCE
The year ahead will see more employers managers
and team members focus on appreciating great work
especially when performance is aligned with company
values such as customer care innovation and teamwork
Organizations that take the extra eort to empower all
employees to create meaningful recognition experiences
will see a boost in engagement productivity retention
and overall great work
SOURCE
JOIN THE CONVERSATION ON
MAGAZINEa
OC TANNER AND THE OC TANNER INSTITUTE
OC Tanner number 40 on the 2015 FORTUNE 100 Best Companies
to Work Forreg list helps organizations create great work environments
by inspiring and appreciating great work Thousands of clients
globally use the companyrsquos cloud-based technology tools awards
and education services to engage talent increase performance
drive goals and create experiences that fuel the human spirit Learn
more at octannercom
The OC Tanner Institute regularly commissions research and provides
a global forum for exchanging ideas about recognition engagement
leadership culture human values and sound business principles
REASONS LEADERSHIPDEVELOPMENT FAILS
4EMPLOYEE DEVELOPMENT
STRATEGIES FOR YOUR REMOTE WORKFORCE
7KEY INSIGHTS FROM
HR TECH 2015
5 Everyday Objects that are the Result
of Great Work
MYTHS ABOUT GREAT WORKAND the Reality of What to Do to
Make it Happen
6
MORE PRESENTATIONS BY OC TANNER
While the annual performance review relies on manager feedback performance development in 2016 should rely on real-time reviews of each initiative right after completion Through feedback tools goal-setting apps and team communication capabilities every team member can begin working towards a set goal and measure progress along the way without waiting for year end
1 EMPOWER EMPLOYEES TO SETSPECIFIC GOALS PER INITIATIVE
As organizations are quickly finding out assessing skills has also created inconsistent data Worse these skill assessments are hindering employee productivity and motivation Instead of time-consuming skill assessments managers should look for ways to focus on employeesrsquo strengths and future actions
2 FOCUS ON INDIVIDUAL STRENGTHS
A study by Gallup found that people who use their strengths every day are six times more likely to be engaged on the job
When employees feel that their company cares and encourages them to make the most of their strengths they are more likely to respond with increased discretionary eort a stronger work ethic and more enthusiasm and commitment
SOURCESOURCE
Research shows that yearly feedback is not enough to motivate employeesmdashespecially if theyrsquore Millennials Instead employers will start to develop systems of frequent feedback and check-ins remembering that open lines of communication build trust and teamwork in the workplace
3 PROVIDE ONGOING FEEDBACK
Donna Morris VP of people and places at Adobe explains her experience with consistent feedback with performance management Our check-ins provide a disciplined framework for establishing expectations which is really fundamentalhellipwhen employees are provided with continuous ongoing genuine feedback they can really make an impact and get back to those business priorities
SOURCESOURCE
Why is recognition critical to employee development According to 2015 research by Aon Hewitt 72 of employees value communication and recognition from their leaders and 46 report they donrsquot get enough Employees want more feedback on their job performance and recognition of eorts and achievements from their direct managers In fact employees who get recognized and encouraged to share ideas and opinions with others are 3x more engaged Towers Watson research also finds recognition done well increases trust communication accountability and goal-setting attributes
4 GIVE MEANINGFUL APPRECIATION
SOURCE
The year ahead will see more employers managers
and team members focus on appreciating great work
especially when performance is aligned with company
values such as customer care innovation and teamwork
Organizations that take the extra eort to empower all
employees to create meaningful recognition experiences
will see a boost in engagement productivity retention
and overall great work
SOURCE
JOIN THE CONVERSATION ON
MAGAZINEa
OC TANNER AND THE OC TANNER INSTITUTE
OC Tanner number 40 on the 2015 FORTUNE 100 Best Companies
to Work Forreg list helps organizations create great work environments
by inspiring and appreciating great work Thousands of clients
globally use the companyrsquos cloud-based technology tools awards
and education services to engage talent increase performance
drive goals and create experiences that fuel the human spirit Learn
more at octannercom
The OC Tanner Institute regularly commissions research and provides
a global forum for exchanging ideas about recognition engagement
leadership culture human values and sound business principles
REASONS LEADERSHIPDEVELOPMENT FAILS
4EMPLOYEE DEVELOPMENT
STRATEGIES FOR YOUR REMOTE WORKFORCE
7KEY INSIGHTS FROM
HR TECH 2015
5 Everyday Objects that are the Result
of Great Work
MYTHS ABOUT GREAT WORKAND the Reality of What to Do to
Make it Happen
6
MORE PRESENTATIONS BY OC TANNER
As organizations are quickly finding out assessing skills has also created inconsistent data Worse these skill assessments are hindering employee productivity and motivation Instead of time-consuming skill assessments managers should look for ways to focus on employeesrsquo strengths and future actions
2 FOCUS ON INDIVIDUAL STRENGTHS
A study by Gallup found that people who use their strengths every day are six times more likely to be engaged on the job
When employees feel that their company cares and encourages them to make the most of their strengths they are more likely to respond with increased discretionary eort a stronger work ethic and more enthusiasm and commitment
SOURCESOURCE
Research shows that yearly feedback is not enough to motivate employeesmdashespecially if theyrsquore Millennials Instead employers will start to develop systems of frequent feedback and check-ins remembering that open lines of communication build trust and teamwork in the workplace
3 PROVIDE ONGOING FEEDBACK
Donna Morris VP of people and places at Adobe explains her experience with consistent feedback with performance management Our check-ins provide a disciplined framework for establishing expectations which is really fundamentalhellipwhen employees are provided with continuous ongoing genuine feedback they can really make an impact and get back to those business priorities
SOURCESOURCE
Why is recognition critical to employee development According to 2015 research by Aon Hewitt 72 of employees value communication and recognition from their leaders and 46 report they donrsquot get enough Employees want more feedback on their job performance and recognition of eorts and achievements from their direct managers In fact employees who get recognized and encouraged to share ideas and opinions with others are 3x more engaged Towers Watson research also finds recognition done well increases trust communication accountability and goal-setting attributes
4 GIVE MEANINGFUL APPRECIATION
SOURCE
The year ahead will see more employers managers
and team members focus on appreciating great work
especially when performance is aligned with company
values such as customer care innovation and teamwork
Organizations that take the extra eort to empower all
employees to create meaningful recognition experiences
will see a boost in engagement productivity retention
and overall great work
SOURCE
JOIN THE CONVERSATION ON
MAGAZINEa
OC TANNER AND THE OC TANNER INSTITUTE
OC Tanner number 40 on the 2015 FORTUNE 100 Best Companies
to Work Forreg list helps organizations create great work environments
by inspiring and appreciating great work Thousands of clients
globally use the companyrsquos cloud-based technology tools awards
and education services to engage talent increase performance
drive goals and create experiences that fuel the human spirit Learn
more at octannercom
The OC Tanner Institute regularly commissions research and provides
a global forum for exchanging ideas about recognition engagement
leadership culture human values and sound business principles
REASONS LEADERSHIPDEVELOPMENT FAILS
4EMPLOYEE DEVELOPMENT
STRATEGIES FOR YOUR REMOTE WORKFORCE
7KEY INSIGHTS FROM
HR TECH 2015
5 Everyday Objects that are the Result
of Great Work
MYTHS ABOUT GREAT WORKAND the Reality of What to Do to
Make it Happen
6
MORE PRESENTATIONS BY OC TANNER
A study by Gallup found that people who use their strengths every day are six times more likely to be engaged on the job
When employees feel that their company cares and encourages them to make the most of their strengths they are more likely to respond with increased discretionary eort a stronger work ethic and more enthusiasm and commitment
SOURCESOURCE
Research shows that yearly feedback is not enough to motivate employeesmdashespecially if theyrsquore Millennials Instead employers will start to develop systems of frequent feedback and check-ins remembering that open lines of communication build trust and teamwork in the workplace
3 PROVIDE ONGOING FEEDBACK
Donna Morris VP of people and places at Adobe explains her experience with consistent feedback with performance management Our check-ins provide a disciplined framework for establishing expectations which is really fundamentalhellipwhen employees are provided with continuous ongoing genuine feedback they can really make an impact and get back to those business priorities
SOURCESOURCE
Why is recognition critical to employee development According to 2015 research by Aon Hewitt 72 of employees value communication and recognition from their leaders and 46 report they donrsquot get enough Employees want more feedback on their job performance and recognition of eorts and achievements from their direct managers In fact employees who get recognized and encouraged to share ideas and opinions with others are 3x more engaged Towers Watson research also finds recognition done well increases trust communication accountability and goal-setting attributes
4 GIVE MEANINGFUL APPRECIATION
SOURCE
The year ahead will see more employers managers
and team members focus on appreciating great work
especially when performance is aligned with company
values such as customer care innovation and teamwork
Organizations that take the extra eort to empower all
employees to create meaningful recognition experiences
will see a boost in engagement productivity retention
and overall great work
SOURCE
JOIN THE CONVERSATION ON
MAGAZINEa
OC TANNER AND THE OC TANNER INSTITUTE
OC Tanner number 40 on the 2015 FORTUNE 100 Best Companies
to Work Forreg list helps organizations create great work environments
by inspiring and appreciating great work Thousands of clients
globally use the companyrsquos cloud-based technology tools awards
and education services to engage talent increase performance
drive goals and create experiences that fuel the human spirit Learn
more at octannercom
The OC Tanner Institute regularly commissions research and provides
a global forum for exchanging ideas about recognition engagement
leadership culture human values and sound business principles
REASONS LEADERSHIPDEVELOPMENT FAILS
4EMPLOYEE DEVELOPMENT
STRATEGIES FOR YOUR REMOTE WORKFORCE
7KEY INSIGHTS FROM
HR TECH 2015
5 Everyday Objects that are the Result
of Great Work
MYTHS ABOUT GREAT WORKAND the Reality of What to Do to
Make it Happen
6
MORE PRESENTATIONS BY OC TANNER
Research shows that yearly feedback is not enough to motivate employeesmdashespecially if theyrsquore Millennials Instead employers will start to develop systems of frequent feedback and check-ins remembering that open lines of communication build trust and teamwork in the workplace
3 PROVIDE ONGOING FEEDBACK
Donna Morris VP of people and places at Adobe explains her experience with consistent feedback with performance management Our check-ins provide a disciplined framework for establishing expectations which is really fundamentalhellipwhen employees are provided with continuous ongoing genuine feedback they can really make an impact and get back to those business priorities
SOURCESOURCE
Why is recognition critical to employee development According to 2015 research by Aon Hewitt 72 of employees value communication and recognition from their leaders and 46 report they donrsquot get enough Employees want more feedback on their job performance and recognition of eorts and achievements from their direct managers In fact employees who get recognized and encouraged to share ideas and opinions with others are 3x more engaged Towers Watson research also finds recognition done well increases trust communication accountability and goal-setting attributes
4 GIVE MEANINGFUL APPRECIATION
SOURCE
The year ahead will see more employers managers
and team members focus on appreciating great work
especially when performance is aligned with company
values such as customer care innovation and teamwork
Organizations that take the extra eort to empower all
employees to create meaningful recognition experiences
will see a boost in engagement productivity retention
and overall great work
SOURCE
JOIN THE CONVERSATION ON
MAGAZINEa
OC TANNER AND THE OC TANNER INSTITUTE
OC Tanner number 40 on the 2015 FORTUNE 100 Best Companies
to Work Forreg list helps organizations create great work environments
by inspiring and appreciating great work Thousands of clients
globally use the companyrsquos cloud-based technology tools awards
and education services to engage talent increase performance
drive goals and create experiences that fuel the human spirit Learn
more at octannercom
The OC Tanner Institute regularly commissions research and provides
a global forum for exchanging ideas about recognition engagement
leadership culture human values and sound business principles
REASONS LEADERSHIPDEVELOPMENT FAILS
4EMPLOYEE DEVELOPMENT
STRATEGIES FOR YOUR REMOTE WORKFORCE
7KEY INSIGHTS FROM
HR TECH 2015
5 Everyday Objects that are the Result
of Great Work
MYTHS ABOUT GREAT WORKAND the Reality of What to Do to
Make it Happen
6
MORE PRESENTATIONS BY OC TANNER
Donna Morris VP of people and places at Adobe explains her experience with consistent feedback with performance management Our check-ins provide a disciplined framework for establishing expectations which is really fundamentalhellipwhen employees are provided with continuous ongoing genuine feedback they can really make an impact and get back to those business priorities
SOURCESOURCE
Why is recognition critical to employee development According to 2015 research by Aon Hewitt 72 of employees value communication and recognition from their leaders and 46 report they donrsquot get enough Employees want more feedback on their job performance and recognition of eorts and achievements from their direct managers In fact employees who get recognized and encouraged to share ideas and opinions with others are 3x more engaged Towers Watson research also finds recognition done well increases trust communication accountability and goal-setting attributes
4 GIVE MEANINGFUL APPRECIATION
SOURCE
The year ahead will see more employers managers
and team members focus on appreciating great work
especially when performance is aligned with company
values such as customer care innovation and teamwork
Organizations that take the extra eort to empower all
employees to create meaningful recognition experiences
will see a boost in engagement productivity retention
and overall great work
SOURCE
JOIN THE CONVERSATION ON
MAGAZINEa
OC TANNER AND THE OC TANNER INSTITUTE
OC Tanner number 40 on the 2015 FORTUNE 100 Best Companies
to Work Forreg list helps organizations create great work environments
by inspiring and appreciating great work Thousands of clients
globally use the companyrsquos cloud-based technology tools awards
and education services to engage talent increase performance
drive goals and create experiences that fuel the human spirit Learn
more at octannercom
The OC Tanner Institute regularly commissions research and provides
a global forum for exchanging ideas about recognition engagement
leadership culture human values and sound business principles
REASONS LEADERSHIPDEVELOPMENT FAILS
4EMPLOYEE DEVELOPMENT
STRATEGIES FOR YOUR REMOTE WORKFORCE
7KEY INSIGHTS FROM
HR TECH 2015
5 Everyday Objects that are the Result
of Great Work
MYTHS ABOUT GREAT WORKAND the Reality of What to Do to
Make it Happen
6
MORE PRESENTATIONS BY OC TANNER
Why is recognition critical to employee development According to 2015 research by Aon Hewitt 72 of employees value communication and recognition from their leaders and 46 report they donrsquot get enough Employees want more feedback on their job performance and recognition of eorts and achievements from their direct managers In fact employees who get recognized and encouraged to share ideas and opinions with others are 3x more engaged Towers Watson research also finds recognition done well increases trust communication accountability and goal-setting attributes
4 GIVE MEANINGFUL APPRECIATION
SOURCE
The year ahead will see more employers managers
and team members focus on appreciating great work
especially when performance is aligned with company
values such as customer care innovation and teamwork
Organizations that take the extra eort to empower all
employees to create meaningful recognition experiences
will see a boost in engagement productivity retention
and overall great work
SOURCE
JOIN THE CONVERSATION ON
MAGAZINEa
OC TANNER AND THE OC TANNER INSTITUTE
OC Tanner number 40 on the 2015 FORTUNE 100 Best Companies
to Work Forreg list helps organizations create great work environments
by inspiring and appreciating great work Thousands of clients
globally use the companyrsquos cloud-based technology tools awards
and education services to engage talent increase performance
drive goals and create experiences that fuel the human spirit Learn
more at octannercom
The OC Tanner Institute regularly commissions research and provides
a global forum for exchanging ideas about recognition engagement
leadership culture human values and sound business principles
REASONS LEADERSHIPDEVELOPMENT FAILS
4EMPLOYEE DEVELOPMENT
STRATEGIES FOR YOUR REMOTE WORKFORCE
7KEY INSIGHTS FROM
HR TECH 2015
5 Everyday Objects that are the Result
of Great Work
MYTHS ABOUT GREAT WORKAND the Reality of What to Do to
Make it Happen
6
MORE PRESENTATIONS BY OC TANNER
The year ahead will see more employers managers
and team members focus on appreciating great work
especially when performance is aligned with company
values such as customer care innovation and teamwork
Organizations that take the extra eort to empower all
employees to create meaningful recognition experiences
will see a boost in engagement productivity retention
and overall great work
SOURCE
JOIN THE CONVERSATION ON
MAGAZINEa
OC TANNER AND THE OC TANNER INSTITUTE
OC Tanner number 40 on the 2015 FORTUNE 100 Best Companies
to Work Forreg list helps organizations create great work environments
by inspiring and appreciating great work Thousands of clients
globally use the companyrsquos cloud-based technology tools awards
and education services to engage talent increase performance
drive goals and create experiences that fuel the human spirit Learn
more at octannercom
The OC Tanner Institute regularly commissions research and provides
a global forum for exchanging ideas about recognition engagement
leadership culture human values and sound business principles
REASONS LEADERSHIPDEVELOPMENT FAILS
4EMPLOYEE DEVELOPMENT
STRATEGIES FOR YOUR REMOTE WORKFORCE
7KEY INSIGHTS FROM
HR TECH 2015
5 Everyday Objects that are the Result
of Great Work
MYTHS ABOUT GREAT WORKAND the Reality of What to Do to
Make it Happen
6
MORE PRESENTATIONS BY OC TANNER
JOIN THE CONVERSATION ON
MAGAZINEa
OC TANNER AND THE OC TANNER INSTITUTE
OC Tanner number 40 on the 2015 FORTUNE 100 Best Companies
to Work Forreg list helps organizations create great work environments
by inspiring and appreciating great work Thousands of clients
globally use the companyrsquos cloud-based technology tools awards
and education services to engage talent increase performance
drive goals and create experiences that fuel the human spirit Learn
more at octannercom
The OC Tanner Institute regularly commissions research and provides
a global forum for exchanging ideas about recognition engagement
leadership culture human values and sound business principles
REASONS LEADERSHIPDEVELOPMENT FAILS
4EMPLOYEE DEVELOPMENT
STRATEGIES FOR YOUR REMOTE WORKFORCE
7KEY INSIGHTS FROM
HR TECH 2015
5 Everyday Objects that are the Result
of Great Work
MYTHS ABOUT GREAT WORKAND the Reality of What to Do to
Make it Happen
6
MORE PRESENTATIONS BY OC TANNER
OC TANNER AND THE OC TANNER INSTITUTE
OC Tanner number 40 on the 2015 FORTUNE 100 Best Companies
to Work Forreg list helps organizations create great work environments
by inspiring and appreciating great work Thousands of clients
globally use the companyrsquos cloud-based technology tools awards
and education services to engage talent increase performance
drive goals and create experiences that fuel the human spirit Learn
more at octannercom
The OC Tanner Institute regularly commissions research and provides
a global forum for exchanging ideas about recognition engagement
leadership culture human values and sound business principles
REASONS LEADERSHIPDEVELOPMENT FAILS
4EMPLOYEE DEVELOPMENT
STRATEGIES FOR YOUR REMOTE WORKFORCE
7KEY INSIGHTS FROM
HR TECH 2015
5 Everyday Objects that are the Result
of Great Work
MYTHS ABOUT GREAT WORKAND the Reality of What to Do to
Make it Happen
6
MORE PRESENTATIONS BY OC TANNER
REASONS LEADERSHIPDEVELOPMENT FAILS
4EMPLOYEE DEVELOPMENT
STRATEGIES FOR YOUR REMOTE WORKFORCE
7KEY INSIGHTS FROM
HR TECH 2015
5 Everyday Objects that are the Result
of Great Work
MYTHS ABOUT GREAT WORKAND the Reality of What to Do to
Make it Happen
6
MORE PRESENTATIONS BY OC TANNER