Before you break out the Champagne and ring in the new year this weekend, we thought we’d take a moment and highlight the top 16 most popular posts on the Globoforce blog this year.
What do these posts tell us? For one, they highlight the fundamental shift in focus from human capital management to creating a more human employee experience (case in point: the top post is titled “The End of Management as We Know It”).
Three of the top 16 are about the end of traditional performance management. Two of the top 16 are about getting emotional at work, and how maybe that’s not such a bad thing. We also featured insightful Q&As with Dr. Gary Hamel, grit expert Caroline Adams Miller, Dr. Bill Castellano, and Gerry Ledford from the University of Southern California.
Thank you to all our readers for your continued support of the Globoforce blog.
Happy New Year and enjoy the list!
Incivility is the focus of research by WorkHuman speaker Christine Porath, an associate professor at the McDonough School of Business at Georgetown University. She focuses not only on the effects of bad behavior, but also how organizations can create a more positive environment where people can thrive.
Forward-thinking HR and business leaders are focusing more on metrics related to employee well-being and happiness, in addition to traditional satisfaction or engagement. But how do we define happiness and well-being? Are they related? Learn three ways you can add altruism and meaning to your workplace, adapted from The Greater Good and Great Place to Work.
Per WorkHuman 2017 speaker Susan Cain, “Most of us now work in teams, in offices without walls, for managers who prize people skills above all. Lone geniuses are out. Collaboration is in.” Has your office succumbed to the open office, collaboration-heavy trend? Do you think it helps or hinders productivity? Read more about what Cain calls “the new groupthink.”
WooHoo Inc. released some interesting findings in its survey of more than 700 workers from around the globe about bad days at work – how common they are and what makes them bad. Learn the top 5 ways to kill happiness, as well as findings from Globoforce’s WorkHuman Research Institute that show the importance of emotional support in fostering happiness.
Why doesn’t traditional performance management work anymore? And if we do away with ratings and annual reviews, will there be any accountability? Chandler, author of the book, How Performance Management is Killing Performance—and What To Do About It, has more than 25 years of experience in helping businesses transform antiquated processes.
Which practices are most effective in assessing performance and motivating people? Gerry Ledford from University of Southern California’s Center for Effective Organizations led a study of 244 companies that have adopted cutting edge performance management practices. We had the opportunity to catch up with Ledford about the results of the study.
How can we be more strategic tackling some of today’s greatest workforce challenges – like the skills gap, generational diversity, and the growing population of contract workers? To gain some insight, we reached out to Bill Castellano, Ph.D., associate dean, executive and professional education, at Rutgers School of Management and Labor Relations.
- Globoforce WorkHuman Research Institute and IBM Smarter Workforce Institute Unveil a New Employee Experience Index
Which factors contribute to a more human employee experience in the workplace? How can organizational cultures and practices be enhanced to become more human-friendly themselves? These questions are explored in greater detail in a new research study conducted by the IBM Smarter Workforce Institute and Globoforce’s WorkHuman Research Institute.
What actually works in driving culture change? This is a question the Globoforce WorkHuman Research Institute explores in the report, The ROI of Recognition in Building a More Human Workplace. Through a survey of 828 United States employees, the report shows how employee recognition and eight other elements strongly influence a human work culture.
March 4 is officially deemed “Employee Appreciation Day.” But why should we celebrate our employees just one day a year? After all, most people don’t withhold gratitude for their friends and family. Why should the workplace be any different? Learn four tips for building more appreciation in your team and your organization.
If you’re striving to build a culture that really stands out from the rest, one key piece of the puzzle is trust – in colleagues and in leaders who are responsible for setting the tone for the rest of the business. Learn how to build trust and the business benefits that result from higher levels of trust.
What makes someone “gritty”? Is it possible to build more grit into our workplace? And how can we raise performance standards while building compassionate, human-focused work environments? These are some of the questions we asked WorkHuman 2016 speaker Caroline Adams Miller, a positive psychology coach.
A human workplace is more than an idea – it’s a proven way to improve work culture, make employees happier, and propel a business forward. We know this because we conducted a survey of more than 800 full-time workers in the U.S. to determine the ROI of such human workplace practices as recognition, transparency, and trust.
Not only do annual reviews waste time, money, and resources, but they can also have negative psychological impacts on employees. More and more companies are ditching the demoralizing and ineffective annual performance review in favor of more frequent communication and coaching throughout the year.
If we want to build workplaces that are fit for humans, rather than programmable robots, we should start by taking a closer look at the role emotions can play in curating culture, motivating our people, and even driving productivity. Learn two ways that managers can help employees make meaningful progress and improve their emotional lives at work.
What will it take to make our organizations more transparent and more collaborative? How can we finally move beyond the 100-year-old, top-down – inhuman – management model? These are some of the challenges that WorkHuman 2016 speaker Dr. Gary Hamel is most passionate about. We had a chance to speak with Hamel earlier this year in a three-part Q&A series.
Top 16 Blog Posts of 2016
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