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Performance in the Future of Work

December 10, 2019

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For “The Future of Work is Human: 2019 International Employee Survey Report,” more than 3,500 full-time workers across the United States, Canada, Ireland, and the United Kingdom were asked what fosters the emotional connections binding them to their teams, their managers, and their employers.

Across industries and geographies, these insights can be used to improve performance and development for humans in the future of work, with the goal of creating work cultures that are mutually beneficial to businesses and the people driving them.

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Performance in the Future of Work

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Jesse Harriott of the Workhuman® Analytics & Research Institute shares how data from a comprehensive recognition platform impacts business outcomes, employee experience, and financial returns.

Improve employee engagement and reduce turnover by using continuous performance management, a human-centered approach that relies on the power of peer-to-peer feedback and regular manager check-ins.

From leveraging crowdsourced pay to shedding bureaucracy and embracing contrarian thinking, learn how to jump-start real change in your HR strategy.

Are you worried about flight risks in your organization and competitors poaching your top talent? Based on report findings, here are six revolutionary ways you can retain your best humans.

Here are five steps you can take to increase pay equity for your humans.

Business is booming for pharma and biotech, but leaders face challenges like attracting and retaining talent and a shortage of next-generation leadership who can adapt quickly in a changing landscape.

Continuous performance management evolves work cultures to be more employee-centered, focused on learning, growth, and improved performance.

Social support is considered by many D&I practitioners as table stakes for belonging, and because of this, social support is usually flat-out classified as a job resource.

The employee-manager relationship is one of the most critical elements of the employee experience. And one of the primary tools to communicate and stay in sync is the check-in.

This report is designed for anyone invested in humanity at work – giving leaders and executives insights to improve engagement, retention, recruitment, reward strategies, and performance management.

Outlined in this paper are five steps to smoothing the M&A transition process through recognition.

A recent survey from Deloitte shows change is happening at a more rapid pace, with 79 percent of respondents expecting the number of deals they close in the next year to increase.

In a Workhuman study that looked at this topic, 74% of employees told us they found e-thanks alone to be either disappointing or less fulfilling than a message with a reward.

The Workhuman Analytics & Research Institute has tens of millions of data points on how work gets done. Here are five places where never-before-seen data can offer insight into the modern workplace.

A key component driving employee development is frequent feedback, but giving feedback can be a stressful process. Here are some helpful tips for cutting down stress and anxiety for everyone involved.

The future of HR is here, and with the proper dedication and investment, there are a lot of possibilities for decreasing voluntary turnover.

Has your organization seen a drop in engagement scores? Here’s a checklist of what it takes to a positive employee experience that lifts engagement scores and builds winning cultures.

Activating the power of teams in our organizations is a proven pathway to higher engagement, affinity, and success. This paper covers five ways human applications can help.

People are thinking differently about pay, specifically about how compensation and benefits can incorporate pay-for-performance into a robust and fair modern total rewards system.

In this guide you’ll find some best practices along with new, creative ways of managing through recognition to motivate you and your team to do the best work of your lives.