NOVEMBER 13, 2017
In today’s episode of We’re Only Human, I talk with Autumn Spehar, HR Director at Stout Advisory, about how her company made a radical change in its approach to performance management. MORE
DECEMBER 7, 2016
One surefire way they are NOT getting those opportunities is through an outdated performance management process. We all already know why the traditional performance management process doesn’t work. Many of you are ready to move on to things like continuous feedback , agile goals and frequent employee check-ins to get a clearer view of performance. The post How Do You Actually Change Performance Management? appeared first on HighGround. MORE
JUNE 8, 2016
Last week I co-hosted a webinar with the Dr. David Rock of the NeuroLeadership Institute called, “A Brain-Friendly Approach to Performance Management.” It was certainly a career highlight to co-host the webinar and discuss how companies can change their performance management strategies. How do we manage to that brain dynamic? Is your current performance heading in this direction? What type of communication or training would you recommend for managers? MORE
MARCH 21, 2017
Most people have had a terrible manager at some point in their careers. In either scenario, employees are hamstrung and performance suffers. Oftentimes, managers serve as the gatekeepers for their employees’ professional opportunities. Good managers advocate for their team, mentor them and coach people toward better performance. Employees move up the corporate ladder with the help of a good manager. Managers’ Opinions Aren’t the Only Ones that Count. MORE
JANUARY 26, 2017
Encourage your employees and managers to collaborate on agile goals — and make sure they have the mechanisms and support in place to adjust them when necessary. Resolution 2: Changing Performance Management Processes. Should managers have more frequent conversations? Are managers being coached on how to make these conversations more productive? Have you encouraged your managers to have more frequent conversations with their teams? MORE
NOVEMBER 30, 2017
As a result, banks, hedge funds, trading firms and insurance companies – traditionally conservative organizations – have been pioneers in embracing new, progressive approaches to performance management and engagement. Tourbillon Capital Partners’ Jason Karp said his firm is “focusing much more time on identifying malleable individuals” in an effort to shape a higher-performing, more accountable workforce. MORE
DECEMBER 30, 2016
Promoting current employees also leads to better performance. Goal Setting and Performance Development. Every manager’s dream is to hire the right person for the job and set them free to do it. A focus on performance development and facilitating of your team members’ growth for the next step will help make internal promotions more possible. You can use your performance management or employee engagement software to set and track goals without micromanaging. MORE
JUNE 29, 2016
For this reason, organizations are moving toward continuous, ongoing feedback as the new form of performance management. Facilitating frequent conversations between employees and managers creates more open, honest relationships. Along with aligning overall business goals, these tasks require self-management — something Millennials greatly appreciate. You can more easily pinpoint problems such as lack of communication between an employee and his or her manager. MORE
DECEMBER 22, 2016
If you missed it, check out our posts on embracing a growth mindset , proactively engaging your manager and expanding your feedback circle. Embracing a growth mindset, forging a better employee-manager relationship and asking for feedback aren’t tasks to be checked off a to-do list. As part of that process, they set a goal to become a manager on the team. Create a better, lasting relationship with your manager. MORE
AUGUST 4, 2016
To get a more current definition of HR, we turned to HighGround’s own Chief of Staff, Jeremy Scott. HR is responsible for creating a performance management process and selecting the engagement platform that managers and employees will use to communicate. A strong HR stakeholder can influence the adoption of the technology and effectively impact how successfully the process serves to evaluate performance. MORE
JANUARY 18, 2017
While at the same time, they’re responsible for the strategies that create a high-performing workforce that delivers an outstanding customer experience and top business results. While there’s certainly a correlation between engagement and performance, it’s widely misunderstood. On the surface, it would appear that an engaged workforce leads to a high-performing one. If engagement is an issue, take a look at performance metrics. appeared first on HighGround. MORE
MAY 25, 2017
Not all managers are created equal. However, just because you’re stuck with an incompetent manager doesn’t mean you can’t find other opportunities for mentorship, coaching and professional growth. Even though in the past, managers were the sole gatekeepers to an employee’s opportunities at a company, today’s reality is that employees can have much more control and autonomy even when their own managers are ill equipped to lead. Have you ever had a bad manager? MORE
AUGUST 29, 2016
In the last few years, there have been tons of stories about how companies are ditching performance management as it has long been practiced and replacing it with a variety of approaches. HighGround. Changing Our Thinking Around Performance. The Future of Performance. MORE
APRIL 10, 2017
New strategies to improve employee performance and engagement are evolving just as quickly as they are being discovered. The reality is that there is no is “silver bullet” for every organization or even every manager. One of the process transformations with the widest appeal is moving from annual performance reviews to frequent performance conversations. Performance conversations…. Just over half of managers hold at least weekly check-ins. MORE
APRIL 27, 2016
This video called, “How Your Brain Responds to Performance Rankings,” first appeared on strategy + business. Watch the entire video above to learn why HR needs to change the traditional performance management process. MORE
APRIL 11, 2017
Our Chief Engagement Officer, Andee Harris had the opportunity to share her insight on the panel, “Employee Empowerment: A Modern Approach to Performance and Engagement” with Luciana Duarte, Vice President, Global Head of Employee Communications, Engagement and Culture at HP Inc., Support comes in many forms, but frequent and meaningful conversations help eliminate the effect of recency bias on annual performance conversations. Employee Experience in the Digital Era. Allie Idleman. MORE
MARCH 24, 2016
Lieberman Research Worldwide wanted a way to help its managers become better coaches and leaders. It turned to HighGround to help re-tool performance management from an annual, dreaded process to more continuous, real-time feedback and coaching. MORE
OCTOBER 10, 2017
As the science of employee performance and engagement continues to grow, it’s become clear the most innovative and profitable companies are those embracing a feedback culture. In fact, Josh Bersin said, “The new world of performance management is now built on ‘always feedback.’” MORE
APRIL 6, 2017
Jason Averbrook, CEO and Co-founder of LeapGen, and Laura Seamans, VP of Organizational Effectiveness for ACT, recently shared their experiences and insights during a webinar called “Workplace Engagement Decoded” moderated by HighGround Chief Engagement Officer, Andee Harris an co-hosted by the Human Capital Institute. So how can HR and organizations deliver the ongoing approach that managers and employees want? What do DNA and peanut butter have to do with performance management? MORE
FEBRUARY 1, 2017
The cornerstone of modern performance management is collaborative goal-setting, continuous coaching and ongoing feedback and frequent check-ins. Because of this, designing your company’s individual performance management strategy can be daunting. Why are annual performance reviews are disappearing? Why are performance reviews important? Why should performance monitoring and evaluation be a continuous process? MORE
APRIL 27, 2016
This video called, “How Your Brain Responds to Performance Rankings,” first appeared on strategy + business. Watch the entire video above to learn why HR needs to change the traditional performance management process. MORE
JANUARY 30, 2017
A recent article had an unfamiliar theme: great leaders actually want their high performers to move on from their company. The premise is that strong leaders recognize how to manage “the flow of talent through their organization.” High performers will want to stick around if you do a few things: They’re acknowledged for the things that matter. Recognizing good work is what matters – especially to high-performers. You don’t want any high-performer to work in a silo. MORE
AUGUST 16, 2017
As always, you can stay up to date via the entire HighGround events calendar : Argyle’s 2017 Human Capital Leadership Forum. Webinar] The HCM Symphony: Blending Engagement, Recognition & Rewards and Continuous Performance Management. NeuroLeadership Institute’s Josh Davis will join Andee Harris to discuss the latest research on creating a feedback culture and how to encourage more frequent (and more valuable) conversations between managers and employees. MORE
MARCH 13, 2017
He talked about LLamasoft’s values, the problems with its previous approach to performance management and how they’re now working to create a culture where ongoing feedback is the norm. LLamasoft chose HighGround as its tool for employee feedback, goal-setting and recognition. MORE
MARCH 7, 2016
Check out a few of the recent stories that caught our eye as well as HighGround in the news. HighGround’s Director of People and Culture, Libby Rapin, shares some simple tips on how to appreciate your employees on a daily basis. Vote] HighGround is in ChicagoInno’s Tech Madness. HighGround has been named a finalist in ChicagoInno’s Tech Madness Bracket, a friendly competition designed to generate awareness and excitement for companies in the Chicago tech space. MORE
FEBRUARY 23, 2016
Check out a few of the recent stories that caught our eye as well as HighGround in the news. A Brief History of Why Performance Management Fails to Improve Performance. If you dread your performance review each year, you’re not alone. Here’s a brief history of the traditional performance review and why they’re so demotivating. The Good, the Bad and the Ugly of Annual Performance Reviews. MORE
FEBRUARY 18, 2016
Leaders often struggle to find concrete answers and insight into the performance of a particular geography, department or team. Solutions like HighGround offer visibility into three major areas: Performance Management – Organizations that move toward a frequent cadence of performance development get richer data. Platforms like HighGround empower peer-to-peer, top-down and external recognition. You have formal evaluations (performance management). MORE
SEPTEMBER 26, 2016
The post An Employee’s Journey to Realized Goals [Infographic] appeared first on HighGround. Goals Infographic coaching goals performance managementProfessional success isn’t achieved overnight. MORE
FEBRUARY 13, 2017
In case you missed it, last week we hosted a webinar called, “The New World of Performance Management,” with Deloitte’s Josh Bersin and Patagonia’s Dean Carter. HighGround offers a variety of feedback types including: Group feedback. You can learn more about HighGround Check-Ins here and feedback here. Are there issues with managers doing poor check-ins? What type of training was provided to the managers so they’re not just “complying” with HR? MORE
JULY 7, 2016
If people audibly groan when you even mention the words “performance review.”. When your top performers are leaving. The post 27 Moments When You Should ReThink Your Employee Engagement Strategy appeared first on HighGround. Best Practices Employee Engagement employee engagement strategy performance management recognition and rewards surveyBefore you acquire another company. Over 70% of acquisitions fail and culture is a big factor. MORE
JUNE 22, 2016
So it’s only natural that we would expect the same sort of immediate feedback on our performance once we’ve entered the workforce – and we’re not alone. Studies have shown that annual, backward-looking performance reviews are inefficient regardless of the generation. appeared first on HighGround. Company Culture Millennials performance management recognition and rewards surveys MORE
JUNE 8, 2017
When you think of a bad manager, what comes to mind? It’s usually pretty easy for anyone in a company to identify those kind of bad managers even if they don’t’ report directly to them. But what about the things a bad manager doesn’t do? In the workplace, when a manager ditches a 1-on-1 meeting with an employee, it not only sends a strong message to the employee but it might suggest a deeper issue. Managers who continually disregard feedback requests are a red flag. MORE
AUGUST 15, 2017
They credit HighGround’s platform with helping them get comfortable with the feedback process to ultimately improve their performance. LRW uses HighGround to offer its employees an alternative to traditional performance management processes, where a single annual conversation serves as a history report of performance. After using HighGround for the past few years, Patagonia has continued to see adoption of its program grow. MORE
JUNE 13, 2016
Baseball season is well underway and it got us thinking about coaching – and specifically how performance management practices can take some cues from the sports world. Better employee performance management is a well-known and ongoing priority for HR. MORE
APRIL 6, 2016
Companies on the list consistently had managers who interacted with employees regularly and were responsive to their feedback. Read more about how your company can create a culture where employees and managers interact in real-time. MORE
JUNE 14, 2016
It got us thinking about how large, enterprise companies are making the transition toward ongoing, continuous performance management with their workforces. Likewise, the amount of time managers spend preparing and conducting these conversations dominates the process, overriding any actionable feedback or takeaways. Employees can make more manageable tweaks to their performance. Adjusting performance management priorities. MORE
MARCH 1, 2016
We recently sat down with Dean Carter, Vice President of HR for Patagonia, to talk about how the company is re-thinking its approach to performance management. When they decided they wanted to make a change, Patagonia implemented HighGround to help them better develop its workforce. MORE
HighGround
MARCH 1, 2016
We recently sat down with Dean Carter, Vice President of HR for Patagonia, to talk about how the company is re-thinking its approach to performance management. When they decided they wanted to make a change, Patagonia implemented HighGround to help them better develop its workforce.
HighGround
MARCH 24, 2016
Lieberman Research Worldwide wanted a way to help its managers become better coaches and leaders. It turned to HighGround to help re-tool performance management from an annual, dreaded process to more continuous, real-time feedback and coaching.
HighGround
FEBRUARY 1, 2017
The cornerstone of modern performance management is collaborative goal-setting, continuous coaching and ongoing feedback and frequent check-ins. Because of this, designing your company’s individual performance management strategy can be daunting. Why are annual performance reviews are disappearing? Why are performance reviews important? Why should performance monitoring and evaluation be a continuous process?
HighGround
APRIL 10, 2017
New strategies to improve employee performance and engagement are evolving just as quickly as they are being discovered. The reality is that there is no is “silver bullet” for every organization or even every manager. One of the process transformations with the widest appeal is moving from annual performance reviews to frequent performance conversations. Performance conversations…. Just over half of managers hold at least weekly check-ins.
UpstartHR
NOVEMBER 13, 2017
In today’s episode of We’re Only Human, I talk with Autumn Spehar, HR Director at Stout Advisory, about how her company made a radical change in its approach to performance management.
HighGround
JUNE 8, 2016
Last week I co-hosted a webinar with the Dr. David Rock of the NeuroLeadership Institute called, “A Brain-Friendly Approach to Performance Management.” It was certainly a career highlight to co-host the webinar and discuss how companies can change their performance management strategies. How do we manage to that brain dynamic? Is your current performance heading in this direction? What type of communication or training would you recommend for managers?
HighGround
DECEMBER 7, 2016
One surefire way they are NOT getting those opportunities is through an outdated performance management process. We all already know why the traditional performance management process doesn’t work. Many of you are ready to move on to things like continuous feedback , agile goals and frequent employee check-ins to get a clearer view of performance. The post How Do You Actually Change Performance Management? appeared first on HighGround.
HighGround
JUNE 14, 2016
It got us thinking about how large, enterprise companies are making the transition toward ongoing, continuous performance management with their workforces. Likewise, the amount of time managers spend preparing and conducting these conversations dominates the process, overriding any actionable feedback or takeaways. Employees can make more manageable tweaks to their performance. Adjusting performance management priorities.
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HighGround
APRIL 6, 2017
Jason Averbrook, CEO and Co-founder of LeapGen, and Laura Seamans, VP of Organizational Effectiveness for ACT, recently shared their experiences and insights during a webinar called “Workplace Engagement Decoded” moderated by HighGround Chief Engagement Officer, Andee Harris an co-hosted by the Human Capital Institute. So how can HR and organizations deliver the ongoing approach that managers and employees want? What do DNA and peanut butter have to do with performance management?
HighGround
APRIL 27, 2016
This video called, “How Your Brain Responds to Performance Rankings,” first appeared on strategy + business. Watch the entire video above to learn why HR needs to change the traditional performance management process.
HighGround
MARCH 13, 2017
He talked about LLamasoft’s values, the problems with its previous approach to performance management and how they’re now working to create a culture where ongoing feedback is the norm. LLamasoft chose HighGround as its tool for employee feedback, goal-setting and recognition.
HighGround
FEBRUARY 13, 2017
In case you missed it, last week we hosted a webinar called, “The New World of Performance Management,” with Deloitte’s Josh Bersin and Patagonia’s Dean Carter. HighGround offers a variety of feedback types including: Group feedback. You can learn more about HighGround Check-Ins here and feedback here. Are there issues with managers doing poor check-ins? What type of training was provided to the managers so they’re not just “complying” with HR?
HighGround
JUNE 29, 2016
For this reason, organizations are moving toward continuous, ongoing feedback as the new form of performance management. Facilitating frequent conversations between employees and managers creates more open, honest relationships. Along with aligning overall business goals, these tasks require self-management — something Millennials greatly appreciate. You can more easily pinpoint problems such as lack of communication between an employee and his or her manager.
HighGround
NOVEMBER 30, 2017
As a result, banks, hedge funds, trading firms and insurance companies – traditionally conservative organizations – have been pioneers in embracing new, progressive approaches to performance management and engagement. Tourbillon Capital Partners’ Jason Karp said his firm is “focusing much more time on identifying malleable individuals” in an effort to shape a higher-performing, more accountable workforce.
HighGround
MARCH 7, 2016
Check out a few of the recent stories that caught our eye as well as HighGround in the news. HighGround’s Director of People and Culture, Libby Rapin, shares some simple tips on how to appreciate your employees on a daily basis. Vote] HighGround is in ChicagoInno’s Tech Madness. HighGround has been named a finalist in ChicagoInno’s Tech Madness Bracket, a friendly competition designed to generate awareness and excitement for companies in the Chicago tech space.
HighGround
AUGUST 16, 2017
As always, you can stay up to date via the entire HighGround events calendar : Argyle’s 2017 Human Capital Leadership Forum. Webinar] The HCM Symphony: Blending Engagement, Recognition & Rewards and Continuous Performance Management. NeuroLeadership Institute’s Josh Davis will join Andee Harris to discuss the latest research on creating a feedback culture and how to encourage more frequent (and more valuable) conversations between managers and employees.
HighGround
JANUARY 18, 2017
While at the same time, they’re responsible for the strategies that create a high-performing workforce that delivers an outstanding customer experience and top business results. While there’s certainly a correlation between engagement and performance, it’s widely misunderstood. On the surface, it would appear that an engaged workforce leads to a high-performing one. If engagement is an issue, take a look at performance metrics. appeared first on HighGround.
HighGround
SEPTEMBER 26, 2016
The post An Employee’s Journey to Realized Goals [Infographic] appeared first on HighGround. Goals Infographic coaching goals performance managementProfessional success isn’t achieved overnight.
HighGround
JUNE 22, 2016
So it’s only natural that we would expect the same sort of immediate feedback on our performance once we’ve entered the workforce – and we’re not alone. Studies have shown that annual, backward-looking performance reviews are inefficient regardless of the generation. appeared first on HighGround. Company Culture Millennials performance management recognition and rewards surveys
HighGround
JANUARY 26, 2017
Encourage your employees and managers to collaborate on agile goals — and make sure they have the mechanisms and support in place to adjust them when necessary. Resolution 2: Changing Performance Management Processes. Should managers have more frequent conversations? Are managers being coached on how to make these conversations more productive? Have you encouraged your managers to have more frequent conversations with their teams?
HighGround
JULY 7, 2016
If people audibly groan when you even mention the words “performance review.”. When your top performers are leaving. The post 27 Moments When You Should ReThink Your Employee Engagement Strategy appeared first on HighGround. Best Practices Employee Engagement employee engagement strategy performance management recognition and rewards surveyBefore you acquire another company. Over 70% of acquisitions fail and culture is a big factor.
HighGround
FEBRUARY 23, 2016
Check out a few of the recent stories that caught our eye as well as HighGround in the news. A Brief History of Why Performance Management Fails to Improve Performance. If you dread your performance review each year, you’re not alone. Here’s a brief history of the traditional performance review and why they’re so demotivating. The Good, the Bad and the Ugly of Annual Performance Reviews.
HighGround
APRIL 27, 2016
This video called, “How Your Brain Responds to Performance Rankings,” first appeared on strategy + business. Watch the entire video above to learn why HR needs to change the traditional performance management process.
HighGround
JUNE 8, 2017
When you think of a bad manager, what comes to mind? It’s usually pretty easy for anyone in a company to identify those kind of bad managers even if they don’t’ report directly to them. But what about the things a bad manager doesn’t do? In the workplace, when a manager ditches a 1-on-1 meeting with an employee, it not only sends a strong message to the employee but it might suggest a deeper issue. Managers who continually disregard feedback requests are a red flag.
HighGround
DECEMBER 22, 2016
If you missed it, check out our posts on embracing a growth mindset , proactively engaging your manager and expanding your feedback circle. Embracing a growth mindset, forging a better employee-manager relationship and asking for feedback aren’t tasks to be checked off a to-do list. As part of that process, they set a goal to become a manager on the team. Create a better, lasting relationship with your manager.
HighGround
MAY 25, 2017
Not all managers are created equal. However, just because you’re stuck with an incompetent manager doesn’t mean you can’t find other opportunities for mentorship, coaching and professional growth. Even though in the past, managers were the sole gatekeepers to an employee’s opportunities at a company, today’s reality is that employees can have much more control and autonomy even when their own managers are ill equipped to lead. Have you ever had a bad manager?
HighGround
DECEMBER 30, 2016
Promoting current employees also leads to better performance. Goal Setting and Performance Development. Every manager’s dream is to hire the right person for the job and set them free to do it. A focus on performance development and facilitating of your team members’ growth for the next step will help make internal promotions more possible. You can use your performance management or employee engagement software to set and track goals without micromanaging.
HighGround
JANUARY 30, 2017
A recent article had an unfamiliar theme: great leaders actually want their high performers to move on from their company. The premise is that strong leaders recognize how to manage “the flow of talent through their organization.” High performers will want to stick around if you do a few things: They’re acknowledged for the things that matter. Recognizing good work is what matters – especially to high-performers. You don’t want any high-performer to work in a silo.
HighGround
AUGUST 15, 2017
They credit HighGround’s platform with helping them get comfortable with the feedback process to ultimately improve their performance. LRW uses HighGround to offer its employees an alternative to traditional performance management processes, where a single annual conversation serves as a history report of performance. After using HighGround for the past few years, Patagonia has continued to see adoption of its program grow.
HighGround
FEBRUARY 18, 2016
Leaders often struggle to find concrete answers and insight into the performance of a particular geography, department or team. Solutions like HighGround offer visibility into three major areas: Performance Management – Organizations that move toward a frequent cadence of performance development get richer data. Platforms like HighGround empower peer-to-peer, top-down and external recognition. You have formal evaluations (performance management).
HighGround
APRIL 6, 2016
Companies on the list consistently had managers who interacted with employees regularly and were responsive to their feedback. Read more about how your company can create a culture where employees and managers interact in real-time.
HighGround
AUGUST 4, 2016
To get a more current definition of HR, we turned to HighGround’s own Chief of Staff, Jeremy Scott. HR is responsible for creating a performance management process and selecting the engagement platform that managers and employees will use to communicate. A strong HR stakeholder can influence the adoption of the technology and effectively impact how successfully the process serves to evaluate performance.
HighGround
APRIL 11, 2017
Our Chief Engagement Officer, Andee Harris had the opportunity to share her insight on the panel, “Employee Empowerment: A Modern Approach to Performance and Engagement” with Luciana Duarte, Vice President, Global Head of Employee Communications, Engagement and Culture at HP Inc., Support comes in many forms, but frequent and meaningful conversations help eliminate the effect of recency bias on annual performance conversations. Employee Experience in the Digital Era. Allie Idleman.
HighGround
MARCH 21, 2017
Most people have had a terrible manager at some point in their careers. In either scenario, employees are hamstrung and performance suffers. Oftentimes, managers serve as the gatekeepers for their employees’ professional opportunities. Good managers advocate for their team, mentor them and coach people toward better performance. Employees move up the corporate ladder with the help of a good manager. Managers’ Opinions Aren’t the Only Ones that Count.
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