Some organizations wrongfully assume that enhancing software and processes alone will drive a necessary cultural change away from the traditional annual review. While it will certainly help, what you need is a framework to provide guidance to people managers around new habits, values, and expected behaviors that fuel a continuous performance management process focused on growth and development.
One of the most popular guiding frameworks is positive psychology, which focuses on building positive emotions, enabling people to innovate, grow, and inspire others. Get this guide to learn:
Where could you be more strategic in your total rewards spend? Are you funneling much of it into an annual bonus?
New research from Wharton shows that the annual bonus, a staple of many total rewards programs, can actually lead to unethical behavior, fuel turnover, and foster envy among co-workers. Sounds like unnecessary drama – and money wasted. More importantly, the performance boost of an annual bonus diminishes within weeks.
Read our e-book and learn a better way:
A little rethinking and reallocation means you can increase your margins without adding a penny to your budget.
You’ve probably heard the Gallup stat by now: 16% of the American workforce are actively disengaged. While disengaged employees cost the U.S. between $485 and $605 billion in lost productivity each year, engagement drives business forward and has a huge impact on retention, performance, and discretionary effort.
If you’ve seen a drop in engagement scores, you need a framework in place to improve them. Get this checklist to learn what it takes to deliver a positive employee experience that lifts engagement scores and builds winning cultures.