#derek irvine

[performancereviewwasteland]

The problem with the performance review process: It’s simply too infrequent to provide the course correction needed. That’s why it’s critical to integrate social recognition into your performance management programs.

Derek Irvine from "Feedback: Why It’s So Important For Keeping Employees on Course" on TLNT.com

[fitiseverything]

via  Derek Irvine  via   via 

IABC Research Foundation/Bucks Consultants research found “an individual’s supervisor and the amount of employee communication in an organization are the top two influencers of employee engagement.”

Specifically (quoting):

44% said their supervisor strongly increased employee engagement

41% percent said supervisors strongly decreased employee engagement

39% indicated the amount of employee communication is a strong contributor to employee engagement (47% said it had a moderate influence)

For 85% of employees, their supervisor held sway over their ability to engage with the organization, their work, and their commitment to success. I argue, many of those 41% above would likely agree their managers are also poor communicators.

More interesting to me is this finding:

“This year’s survey found that creating a new culture or work environment (33 percent) was the most important goal identified by survey respondents, followed by increasing productivity (28 percent) and retaining top talent (26 percent).”