Shifting Away From Annual Performance Reviews to Increase Productivity and Engagement
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Transcript of Shifting Away From Annual Performance Reviews to Increase Productivity and Engagement
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Shifting Away from Annual Performance Reviews
Increase Productivity and Engagement'
Geoffroy de Lestrange,EMEA Product Marketing Manager
@csodemea
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2Note: User and client count figures exclude Growth Edition and Cornerstone for Salesforce.
CLIENTS 2,805
USERS 27.7M
COUNTRIES191
LANGUAGES42
OFFICES19
San Francisco
Santa MonicaSunnyvale
Sao Paulo
MadridParis
London AmsterdamStockholm
DusseldorfMunich
Tel Aviv
BangaloreMumbai
Hong Kong
Tokyo
Sydney
Auckland
Who we are
As of September 30, 2016
New Delhi
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IDC Consulting Copyright 20163
Key Takeaways
Flexible working has a direct impact on employee engagement
The employee performance review is not dead
It needs to be justified by useful outcome for both company and employee
Collaboration has a significant impact on financial performanceHR must sell itself better to its internal customers in line of business functions
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13% of workers feel passionate about their work (Deloitte)
53% of employees say reviews don’t motivate them to work harder
(Globoforce)
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Shiny happy people?
Source: IDC, Cornerstone OnDemand HR-LOB Survey, March 2016
71%
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Flexibility, a worthwhile investment
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Correlation between happiness and flexibility measures
Source: IDC, Cornerstone OnDemand HR-LOB Survey, March 2016
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Impact on performance management
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IDC Consulting Copyright 2016
What are we talking about?
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The work environment is changing
Once upon a time… Nowadays…
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HR is materially changing as a result
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FROM A FOCUS ON PROCESS
AND AUTOMATION…
… TO A FOCUS ON BUSINESS IMPACT AND
ENGAGEMENT
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Old reviews are disappearing
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credit attribution:paul prescott / Shutterstock.com
What’s the target
• Know your employees’ skills• Ensure that the right person is at the right
position with the right skills at the right moment
• Develop your employees’ strengths• Plan for workforce and succession
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HR closer to the business
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Perception of HR support of the business
UK: 53%UK: 43%
UK: 38%UK: 24%
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Employees now truly at the centre
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Don’t mix up everything!
Old
perfo
rman
ce re
view
Ongoing performance review
Talent & development review
Compensation review
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Performance reviews evolving
Source: IDC, Cornerstone OnDemand HR-LOB Survey, March 2016
Frequency of reviews in Europe
UK: 30%
UK: 22%UK: 50%
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Flexible performance management
Social recognition
Highlighting best
colleaguesObservation
checklistRealtime feedback
Goal setting
Badges
Coaching
Development
Awards
Social sharing
Skills matrix
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Collaboration and growth are correlated
Source: IDC, Cornerstone OnDemand HR-LOB Survey, March 2016
Higher proportion of high-growth organisations in respondents with stronger collaboration incentives
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Fair analysis
• Performance compared to target objectives (“SMART”
goals)
• Performance variation from one year to the next
• Performance variation following talent management
measures (e.g. training, development plan…)
• Performance compared to target positions
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Real-life evaluation
Observe, record, and assess skills in the field to determine employee competency
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Source: Gallup; Employees Want More From Managers, 4/2015
The relationship between the Employee and their Direct Supervisor is the #1 driver to employee engagement
Managers account for up to 70% of
variance in employee engagement.
Manager’s Impact on Engagement
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Necessity of HR/Business alignmentHR areas of improvement in Europe
Source: IDC, Cornerstone OnDemand HR-LOB Survey, March 2016
RH
LOB
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A pragmatic business-driven approach
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Use the power of analytics
REPORT
Standard & custom reports
embedded in talent platform
Reporting
PLAN
Big data solution for workforce planning
Workforce Planning
PREDICT
Predictive, prescriptive analytics for
managing talent decisions
Insight - Predictive analytics
DISCOVER
Highly visual & interactive
dashboards to easily slice & dice
talent data
View - Business
Intelligence
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Benefits
Payroll
TalentHRISHRISTime &
Attendance
TalentHRISHRIS
HRIS
HRIS
HRIS
HRIS
HRIS
HRIS
HRIS
HRIS
Old days….OperationalToday…Business Driven
2000 2015+
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Conclusion
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5 Key Drivers for HR Impact
Source(s): 1. Bersin, Rethinking L&D, Learning Trends, 2015
Enable talent
mobility & create
leaders at all levels
MOBILITY
Build a culture of passion
and purpose
CULTURE
Develop deep partnership
with the business to set the right priorities and adapt rapidly
BUSINESS
Connect the distributed workforce, enhance
collaboration and
support innovation
CONNECT
Drive engagement,
offering flexibility and development opportunity
ENGAGE
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Small business or Enterprise, discover your Cornerstone Performance
solution on booth E30