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Ahead of the curve: The future of performance management

Ahead of the curve: The future of performance management
What happens after companies jettison traditional year-end evaluations? The worst-kept secret in companies has long been the fact that the yearly ritual of evaluating (and sometimes rating and ranking) the performance of employees epitomizes the absurdities of corporate life. Managers and staff alike too often view performance management as time consuming, excessively subjective, demotivating, and ultimately unhelpful. In these cases, it does little to improve the performance of employees. It may even undermine their performance as they struggle with ratings, worry about compensation, and try to make sense of performance feedback. These aren’t new issues, but they have become increasingly blatant as jobs in many businesses have evolved over the past 15 years. Yet nearly nine out of ten companies around the world continue not only to generate performance scores for employees but also to use them as the basis for compensation decisions. Answers are emerging. But change they must. Related:  WiKi-HR en andere toolsOrganisatie Ontwikkeling Algemeen

The blending of apps with our collaboration tools: An inevitable trend What's in an effective collaboration tool today? That's perhaps the most foundational question we can ask at the moment, as the seemingly unending procession of new applications and solutions continues as new entrants each promise in their own way to improve how we work together in digital environments. The nature of collaboration tools available today continue to evolve and specialize. Other entrants have focused on improving specific modes of collaboration, such a video or Web conferencing, document collaboration, intranet sites, workforce communities, or social collaboration, with some new set of innovations or advances. I do find that the bar to entry to the industry is fairly low: Collaboration is about enabling improved communication between people. Connecting Our Teamwork to the Apps We Use Others, as I will explore here over the next few months, have taken their own tacks. A Renaissance in Contextual Collaboration But Slack isn't the only indicator of what's about to come.

Kabinet presenteert lijst met eerlijke kledingmerken | Economie Volkskrant.nl gebruikt cookies om u een optimale gebruikerservaring te bieden Ja, ik accepteer cookies Volkskrant.nl gebruikt cookies en vergelijkbare technologieën (cookies) onder andere om u een optimale gebruikerservaring te bieden. Ook kunnen we hierdoor het gedrag van bezoekers vastleggen en analyseren en daardoor onze website verbeteren. De serviceafdeling is te bereiken op telefoonnummer 088-0561561. Should Companies Follow Ben and Jerry's Lead in Wages? Thirty-five years ago, a couple of counterculture confectioners in Burlington, Vt., developed a recipe that combined funky, chunky deliciousness, brilliant branding and granola-headed idealism. I'm talking about Ben Cohen and Jerry Greenfield and their iconoclastic Ben & Jerry's ice cream company. But it's neither Cherry Garcia nor Phish Food that's on my mind right now—well, maybe just a little—as much as it is the social pact that Messrs. To their credit, the ice cream kings kept to their pay scale deal for 16 years. End of an Era So the bar was raised to 7 to 1 to attract new talent, and ultimately to 17 to 1 over the course of a half dozen years more. These days, executive compensation is very much in the news, as the difference between the lowest-paid hourly workers and the most senior corporate executives has grown to an epic proportion. Congress to College Grads: You're On Your Own A More Sustainable Model? I don't think so. A Moron's Guide to Small Business

The Most Dangerous Notion in “Reinventing Organizations” The Most Dangerous Notion in “Reinventing Organizations” by Jessica Prentice It was a warm and dry September day in 2015 when I drove from the San Francisco Bay Area up to Clear Lake, California, to visit a friend. That afternoon, as we swam in the lake, we noticed across the water a strange billowing cloud. By evening, the sky had turned an eerie orange. A quick internet search revealed that there was an un-contained wildfire and 10,000 acres of land had already burned. In Reinventing Organizations, business coach Frederic Laloux describes what he considers a newly emergent social organization model, which, in his color-coded developmental model, he refers to as “Teal.” In Tending the Wild, ethnoecologist M. This is what I was thinking about as I drove home that smoky day. Yet, a catastrophic fire such as the Valley Fire most likely would not have happened in California 500 years ago. Contrast this with nearly a century of State and Federal wildfire policies aimed at total suppression.

How social tools can reshape the organization Not all social technologies bring equal benefits. In a new survey, respondents say the most valuable tools make it easier for employees to collaborate—and could even transform the way organizations work. While social technologies have become ubiquitous in business, not all tools—or the benefits companies see from their use—are created equal. Indeed, results from the latest McKinsey Global Survey on social tools suggest that a new generation of tools is enabling employees to collaborate in improved and innovative ways. The results also suggest that social tools play a critical role in how technology overall can encourage organizational change. A new generation of social tools Executives report that the business use of social tools is nearly universal. Although social technologies are more and more commonplace, the results suggest that not all tools are created equal. Enter a new generation of team-collaboration technologies. Few companies are putting these tools to work. Looking ahead

Beyond the Holacracy Hype It was a Thursday afternoon in Las Vegas. Five employees were camped out in a team room at Zappos, the largest company so far to implement holacracy—a form of self-management that confers decision power on fluid teams, or “circles,” and roles rather than individuals. On this particular day, in May 2015, the circle charged with overseeing holacracy’s adoption was questioning the method’s effectiveness. A couple of months earlier, Zappos CEO Tony Hsieh had offered severance packages to all employees for whom self-management was not a good fit—or who wished to leave for any other reason. In exit interviews and surveys, the 6% shared their concerns. Most observers who have written about holacracy and other types of self-managed organizations—the latest trend in self-managed teams—take an extreme position, either celebrating these “bossless,” “flat” environments for fostering flexibility and engagement or denouncing them as naive social experiments that ignore how things really get done.

The Future of Work | How Spotify Recruits Talent Spotify believes hiring the right developers is crucial, so they’ve created a lengthy recruitment process to make sure they bring on the best possible people. While your team may not need developers, their methodology can be adapted to bring on the right talent for your team. General introduction and screening. First, Spotify reviews the candidate’s resume. If, after this rigorous process, Spotify believes the candidate is a good fit and vice versa, they are hired and onboarding begins. Takeaway: Bring on the right people by putting potential hires through an interview process that tests their skills and cultural compatibility. Source Uplift Connect Crossbridge Ik wil… meer inzicht in de bedrijfswereld! Workshops

It’s Time to Become Future Fit Today | The Nature of Business In times of turmoil, the danger lies not in the turmoil but in facing it with yesterday’s logic Increasing volatility, complexity and uncertainty is the new norm, hence our organizations need to be able to not just survive but thrive amidst unceasing transformation.Too many of today’s organizations are locked in to hierarchic, KPI-obsessed, siloed, control-based, defensive, reactionary and fire-fighting mind-sets strangling the ability to adapt and evolve amid volatility.Isolated initiatives such as wellbeing-at-work, purposeful business, mindfulness, and corporate social responsibility, often leave the underlying logic, culture and ethos of the organization unchecked.Only a fundamental overhaul of the underlying logic will enable our firms of the future to flourish amid these transformational times. As well as all this, there are complex shifts affecting each of us at deep and partly unconscious levels, challenging how we perceive ourselves, each other and the world around us. Like this:

22 Handy Slack Hacks Everyone Should Know — ReadThink (by HubSpot) 22 Handy Slack Hacks Everyone Should Know By: Carly Stec A couple months ago, the HubSpot team made the switch to Slack (one of the hottest real-time messaging apps on the market). Initially, it was hard to get used to uttering phrases like “Just Slack me” or “We were Slacking” in passing. But once we got more comfortable with the platform, we started to realize just how powerful it really is. The more we used Slack, the better our discoveries got — GIFs, reminders, files … they were all just a click or two away. But that’s just the thing: Slack is capable of so much that it’s hard to uncover what features you really should be using. 1) Conduct advanced searches. One of the great things about Slack is that messages and files are easily searchable. Channels and direct messages in:channelname — Searches only the messages and/or files in a specific channel.in:name — Searches your direct messages with a specific user. Messages or files from a specific person Dates and times 3) React with a GIF.

One Earth, Two Social Fields

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