Engage2Excel Blog

Posted by Melissa Meunier on Thu, May 31, 2018

Is your company more effective at recognizing employee performance than your closest competitors? If you are uncertain about the answer, you may want to investigate. Performance recognition is a powerful tool for influencing behaviors that drive key business outcomes.

 

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Posted by Chareen Hodge on Wed, May 23, 2018

Artificial intelligence (AI) and machine learning are changing the sourcing game, and smart sourcers are adapting. In our quest to stay cutting edge, my team implemented a few new practices discussed at SourceCon, and in this two-part blog I want to share some of those methods. You probably know that AI and machine learning are already a part of our lives. That's how companies like Netflix and Amazon learn your preferences so they can make suggestions. If you use Siri, Google Assistant or Alexa, you interact with machine learning regularly.

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Posted by Melissa Meunier on Wed, May 16, 2018

If your CEO showed up unannounced in your office tomorrow and asked the following questions, would you be able to answer them?

  • Are our employees more or less engaged than our competitors?

  • In what ways, specifically, are our employees more engaged and less engaged?

Now for an even more important question. If you couldn't provide answers on the spot, should you or your HR department be able to?

Today’s CEOs have data on nearly every facet of their business. Yet, many come up short when they seek objective, data-driven insights on their company’s most valuable assets–its people. If HR can’t provide these insights, who should?


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Posted by Melissa Meunier on Wed, April 25, 2018

For the past decade, many in the HR industry have been calling for radical changes to the performance management process and an end to the annual performance review. While many companies have moved to more frequent programs for individual goal setting and performance feedback, reports of the death of the annual performance review (to steal a quip from Twain) “have been greatly exaggerated.”

People want to know where they stand.
When Facebook reevaluated its performance management systems several years ago, according to a November 2016 article in Harvard Business Review, they conducted focused groups and a follow-up survey with 300 people that revealed 87% wanted to keep a more formal process.

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