By Eric Schuster, Vice President, Dayforce Product Management at Ceridian.
The National Football League is the ultimate meritocracy. Every week, each player gets a performance evaluation. Perform, and keep your job. Don’t perform, and you don’t have a roster spot for long. And for many reasons, no one’s performance gets more attention than the starting quarterback.
Let’s examine the story of how two extremely high-performing quarterbacks at their prior jobs (college quarterback) managed their new careers in the NFL and got very different results: Terrelle Pryor and Tim Tebow. Read more
By John Whyte, Senior Manager, Dayforce Talent Management, Ceridian
Football fans joke that in August, everybody is undefeated. We can all point to a great draft, a new coach, or a favorable schedule as reasons why this is our year. The same can be said of new hires at the onset of a new job – they’ve found a fresh, innovative company, they love the location, maybe there’s a pay raise or a great new boss. Let’s parallel the different phases of the NFL season with the experiences of a new hire and see what lessons there are to learn. Read more
By Deb LaMere, VP of Employee Experience, Ceridian
We hear all that time about disengaged employees in the workforce – with a significant portion even actively disengaged. It’s a huge issue for employers and HR professionals, not to mention the workers themselves. Low engagement levels lead to subpar performance, dissatisfaction, decreased productivity and, ultimately, higher turnover rates. Read more
By Maren Hogan, Founder and CEO of Red Branch Media
Employers today know employee engagement is at the root of a high performing workforce. Engaged employees are more productive, satisfied, innovative and loyal. But with seemingly countless resources and suggestions for engaging employees, knowing what actually works and what is just a current management fad is challenging. A few years ago, everyone was advocating snacks, the Pomodoro method and the OREO approach to feedback. Today, managers are expected to conform to different and changing standards.
While an in-house masseuse may have some bearing on employee engagement, smart managers engage employees in ways that immerse them in their job and impact the bottom line. Essentially, killing two management birds with one tactical stone. That’s what these three performance management tips do. Read more
A key part of any business’ strategy for managing human capital should be its approach to performance management. Once you’ve brought talented people on board at your company, the next step is to follow up regularly, monitor their progress, ensure they’re acclimating well and make adjustments if necessary. Opinions vary, though, on specifically how to do this. Read more