Whether in the NBA or in the workplace, talented employees are highly sought after and have much more control of their career. Today, more than ever companies need to create an environment that nurtures and retains talent. Read this post to learn why.
What can we learn from great creators about productivity? What does NASCAR and employee motivation have in common?
A different take on productivity, creativity, engagement and performance.
Daily loyalty rewards are a staple of mobile gaming. Successfully used to compulsively draw us back to recreational games, the mechanism behind these rewards is now being employed for a more constructive and mature purpose: Enhancing employee performance. Read this article to find out how
Fitness trackers have revolutionized the way we get in shape. Now the, same technology behind Fitbits is used to transform another area of modern-life- our workplace. This article details the ways in which systems powered by real-time data empower managers and employees alike to improve performance and engagement.
Are you planning on making a New Year’s resolution on New Year’s Eve? There seems to be a consensus regarding New Year’s resolutions, and that is that they almost never work. So, why do we still make them? Do these resolutions have any value? In this article we’ll look at what behavioral research says and try to answer that question.
What goes in to feeling success at work? How does gamificaition enhance employees’ ability to achieve higher levels of performance? Read our latest blog by Boaz Gordon to find out how Gameffective’s platform creates unique opportunities for employees to find success, and experience the satisfaction that accompanies it.
If you and your team are enticed by the idea of scrapping unproductive processes, and paving the way for impactful workforce-related changes, here are some of the features you must keep in mind as you search for a performance management platform to help achieve these objectives.
Performance management has gone through radical shifts in the past few years. New industry best practices are continuously being invented and reinvented as companies strive to maximize the value of their employees. In this article we will go over the evolving definition of performance management and what you should expect when developing your company’s internal processes.
The Corporate Executive Board published a great piece of research about the Employee Performance Paradox. The paradox is that traditional performance management – we can lump the traditional approach to enterprise gamification here too – is overly focused on individual achievement.
The point is that today, individual achievement can only bring about half of the results enterprises need. The rest depends on collaboration, or, as the report says:
“The era of the star individual contributor is, in most cases, over.”
A public survey released by Deloitte (quoted by the Harvard Business Review here) more than half the executives surveyed said that their current performance management approach didn’t result in high performance or in increased employee engagement. Those surveyed are not alone – and the most recent announcement was that Accenture was getting rid of annual performance rankings and reviews. But wasn’t performance management – with all employees then rated on a bell curve – considered as a best practice for optimal organizational management? Let’s look at the drivers behind this new understanding of performance.
Accenture has 330,000 employees – and managers spend thousands of hours on getting trained on performance management and following the practice. What’s behind this huge departure from tradition, and what does it mean for the future of performance management?