Dominating Performance: How Hudl Built a Performance Process Employees Love

•

0 j'aime•356 vues

SocialHRCamp Omaha 2016 - September 30, 2016 at Red Branch Media. Performance management is one of the most broken and hated processes in businesses today. It’s out-of-style, ineffective, and everybody loses. Who’s winning? Athletes. As a sports + tech company that provides coaches and athletes video analysis tools, Hudl understands the value of reviewing and improving performance in real time. Ready to bench old approaches to performance, Hudl took coaching lessons from the field and created a new play diagram that employees love. Adam Parrish and Phil Haussler will discuss the radical shift from performance management to performance motivation. Adam will also share how Hudl is empowering both team leaders and members to provide ongoing #RealTalk, improve performance, and win—giving you ideas on creating a culture that dominates performance in your organization.

Recrutement & RH

DOMINATING
PERFORMANCE
How Hudl is Rethinking
Performance Management

2 MILLION HOURS
Annual time invested in ratings and reviews at Deloitte
Source: HBR, April 2015
40Hrs/Person

…we realized many of those hours were eaten up by leaders’
discussions behind closed doors about the outcomes of the
process. We wondered if we could somehow shift our
investment of time from talking to ourselves about ratings to
talking to our people about their performance and careers—
from a focus on the past to a focus on the future.
“
”

Performance management
has torn its ACL.

Today’s Game Plan
Hudl’s Journey
Lessons Learned
Q&A

Dominate
We Listen
We’re a Family
We Thrive on the Front Lines
We’re Respectfully Blunt
O U R C O R E VA L U E S

Source: CEB
THETROUBLEWITHTHIS…
RECENCY BIAS

Source: CEB
THETROUBLEWITHTHIS…
UNRELIABLE RATINGS

Source: CEB
THETROUBLEWITHTHIS…
BRAIN SCIENCE, yo

Annual reviews
Heavy
Top down feedback
Backward-looking
Weakness focused
For the company, by the company
Performance management
Anytime, anywhere conversations
Light
Multi-directional feedback
Forward-looking
Strength focused
For me, by me
Performance motivation

4 Legs of a Stool
Recognition Feedback
Goals 1-on-1s
Continuous
#RealTalk

Hudl’s New Cadence
A Year-Long Initiative
JAN FEB MAR APR
Peer Feedback Progress Check Upward
Feedback
Choose Your
Own
MAY JUN JUL AUG
SEP OCT NOV DEC
Peer Feedback Progress Check
Upward
Feedback
Peer Feedback Progress Check
Upward
Feedback
Choose Your
Own
Choose Your
Own
Recognition
Goals

RECOGNITION
Always on | Visible and social | Peer-to-peer | Easy | Linked to values

GOALS
Source: Betterworks
Connected
Transparent and
aligned
Supported
Social reinforcement
and recognition
Progress-based
Frequent and
measurable feedback
Adaptable
Flexibility to respond
to changing priorities
Aspirational
Retrospection to
encourage excellence

MANAGEMENT =
Asking
Great
Questions
1-on-1s

What am I dominating?
What could I do better?
What are your takeaways?
How will you act on those takeaways?
PEER FEEDBACK
January
Feedback: 1-on-1:

How have I done in the key areas we discussed last time?
Keys to success on the coming 4 months?
What worries or concerns do you have about being successful in the coming
months?
What else is on your mind?
PROGRESS CHECK
February

Any Hudlie can request feedback at any time.
Either for themselves or someone on their team.
Any Hudlie can start a 1-on-1 at any time.
Many Hudlies are using this for their biweekly 1-on-1s.
Anytime Feedback

Contenu connexe

Tendances

How to Develop High-Potential Employees in Your Organization

BambooHR

The Difference Between Leading & Managing, The Hard Way - DAIC, 8/24/15

Digiday

Leading Through the Unknown with Guru

saastr

Responding to Reviews on Glassdoor - EasyWeb

Rachel Rosin

Ron Storn, Lyft In this talk, Ron Storn addresses how to grow and engage employees via learning and development programs through the lens of a hyper-growth technology company, Lyft. The speed of business, employee mindset, and the potentially short-life of workplace skills are driving organizations to think differently about how they structure career management and L&D initiatives. Companies that leverage continuous development and look beyond the the workplace are likely to have the advantage in the future. Lyft is leading the way in successfully implementing more modern and relevant approaches in the L&D arena. Session highlights: How to use structured 1:1’s as key building blocks for successful growth and talent development. How to develop employees at all levels in a distributed workplace. Why simple, self-explanatory core values are instrumental for alignment and engagement.

Redefining employee growth and engagement: Using development to unlock employ...

LinkedIn Talent Solutions

Making Great Performance Reviews

Greg Thomas

In most organizations, the leaders are the ones that hold the power. Their leadership style resembles one of a traditional hierarchy, where the leaders sit on a pedestal while making commands, have the control, and demand certain outcomes from their employees. Servant leaders are disrupting this traditional style of leading by putting the employees first, and research is finding that this disruption of the leadership status quo has many benefits. Join Libby Powers from BizLibrary, as she explains the positive outcomes of leading from last. Adopting a servant leadership mindset will not only improve the leadership skills of the person who leads, but the whole organization will flourish with improvements in common business challenges like employee engagement and retention. In this webinar, you’ll learn: The qualities of a servant leader How to transform command-control leadership into a serve-first mindset Why companies need more servant leaders

How to Adopt a Servant Leadership Mindset at Your Organization

BizLibrary

The Playbook to Scale High-Performance Teams with Gusto COO Lexi Reese

saastr

The Cornerstone of Business is Client Relationship: Communicate Effectively, ...

Myron Sta. Ana, BBTE, CLDPT

Recruiting Secrets from Silicon Valley’s Most In-Demand Startup | Webcast

LinkedIn Talent Solutions

15 questions great job candidates ask

Peggy McKee

IP COMPANY VALUES

leire_gorricho

How to Present Yourself to Executives - 5 Quick Tips

Cyclis

National Trial Lawyers Assoc. Presentation: How To Get The Ultimate Producti...

CaseGhost

At a time when financial capital is cheap and readily available, but human capital isn’t, there’s an urgency to increase Employee Lifetime Value (or eLTV). But to do that, we have to understand the employee journey. We have to know what brings them in and causes them to stay. We have to know what engages them and causes them to perform. Armed with that understanding, we can begin to architect an employee journey that reduces time to value, increases time in value, and increases time in role (the core elements of eLTV). In this session you’ll learn the fundamental elements of the employee journey and the building blocks of employee success. You’ll learn how to diagnose disengagement, how to detect emotional distancing, and how to architect intervention opportunities with analytics and “stay Interviews”. You’ll learn the importance of onboarding, and re-boarding. You’ll also learn how this employee journey becomes a core component of culture, and the gravitational pull your organization has on your employees.

The Employee Journey: the Foundation of Employee Experience Design

BambooHR

San Francisco Best Places to Work Roadshow | Centrify

Glassdoor

First Impressions open doors!! Do you look and act like a winner? Are you prepared to compete and get noticed? The first step to success is making sure your resume, words, and image reflect your true value. You will have an edge if you understand what employers are looking for in potential candidates. In this seminar, human resource professionals will help you build a resume, polish your image, and say the right things. Get ready to take action and win! At the end of this seminar, participants will be able to: a. Build or upgrade a winning resume. b. List dos and don’ts of interviewing. c. Use Critical Networking techniques. d. Identify specific questions to ask potential employers.

Want an upgrade? Winning Resumes and Lasting Impressions

Career Communications Group

Brilliant Employer Branding

TribeHR

Preparing for your interview

Linda Morris Kelley

What would it mean for YOUR business if you published a book powerfully aligned with your strategy and business activities? Increased visibility and credibility, a passive revenue stream, a springboard for training or speaking events, new clients, personal satisfaction... the list is endless. In this practical, intensive webinar you will learn the secrets of planning content and publishing books and ebooks to skyrocket your reputation. Alison Jones, a professional publisher and business coach, explains the 7Cs of successful business book publishing - core strategy, customer focus, content strategy, creativity, community, credibility and continuity. The full replay is available here: https://attendee.gotowebinar.com/recording/1205116782320747777.

7 steps webinar

Alison Jones

Tendances (20)

How to Develop High-Potential Employees in Your Organization

The Difference Between Leading & Managing, The Hard Way - DAIC, 8/24/15

Leading Through the Unknown with Guru

Responding to Reviews on Glassdoor - EasyWeb

Redefining employee growth and engagement: Using development to unlock employ...

Making Great Performance Reviews

How to Adopt a Servant Leadership Mindset at Your Organization

The Playbook to Scale High-Performance Teams with Gusto COO Lexi Reese

The Cornerstone of Business is Client Relationship: Communicate Effectively, ...

Recruiting Secrets from Silicon Valley’s Most In-Demand Startup | Webcast

15 questions great job candidates ask

IP COMPANY VALUES

How to Present Yourself to Executives - 5 Quick Tips

National Trial Lawyers Assoc. Presentation: How To Get The Ultimate Producti...

The Employee Journey: the Foundation of Employee Experience Design

San Francisco Best Places to Work Roadshow | Centrify

Want an upgrade? Winning Resumes and Lasting Impressions

Brilliant Employer Branding

Preparing for your interview

7 steps webinar

En vedette

The Red Branch Media team will discuss how it's built brands from Elevated Careers and JBS (huge!) to smaller software companies like ClearCompany and Triage Staffing. We'll show every day social always wins over slapdash, even huge campaigns. We will cover conversations with job seekers, how we've built a transparent culture and what to do when everything goes wrong on the internet! We'll be diving into the BIG three: Facebook, LinkedIn and Twitter, but we'll also touch on Youtube, Instagram and more..

Social Recruiting 101: How to Keep the Magic Going - Marissa Litty, Eric Fout...

SocialHRCamp

Social Media: You Are Hyperconnected... Now What?

Rob Garcia

HR Tech Spotlight Session (ConnectUp.com) - Rob Garcia

SocialHRCamp

SocialHRCamp Omaha 2016 Kick Off Presentation - Tech Adoption, Scalability, A...

SocialHRCamp

With the continuing expansion of technology, employers face unique challenges to assure their policies and procedures are both legally compliant and help minimize legal liability. This presentation will highlight some of the developing legal issues surrounding Facebook, Twitter, and LinkedIn use in (and out of) the workplace, and will include a practical discussion of what you can and cannot do in terms of regulating employee social media use.

Facebagged, Twerminated & NetWORKed: Social Media & the Law - Kelli Lieurance

SocialHRCamp

SocialHRCamp Omaha 2015 Kick-Off: The HR Technology & Social Media Revolution

SocialHRCamp

Communicating Your Employer Brand Through Social Media - Eric Foutch

SocialHRCamp

The explosion of highly cost-effective technology has infiltrated all aspects of the workplace. Notably, it has impacted the employee experience in every possible way from recruiting to performance management to employee engagement and everything in between. The absence of having software to help HR Practitioners scale what they do has a huge negative effect on the employee experience. In this session we will explore these reasons and what to do about it.

How Tech Influences the Employee Experience - Angie Verros

SocialHRCamp

The Ingedients of Effective Feedback

WINNERS-at-WORK Pty Ltd

How to Give Constructive Feedback at Work by Scott Storick

Scott Storick

Performance feedback is one of those “sleeper” issues in employee engagement. Get it right, and often it isn’t one of the more important drivers of engagement, because other issues become more salient. Get it wrong, and it can prove to be a key obstacle to higher engagement. However, there is mounting research and practice that’s turning performance feedback and management on its head, which includes revamping appraisal processes, and moving to “career management” as opposed to “performance management”.

Turning Performance Feedback Into Positive Employee Engagement

TalentMap

A Call to Greatness: Why Chasing Employee Engagement is Thinking Too Small

O.C. Tanner

Constructive performance feedback

CommLab India – Rapid eLearning Solutions

Effective feedback delivery

Gaurav bhatnagar

Effective Feedback at Work

Tim Burns

The Journey to Cultural Greatness

O.C. Tanner

Employee Development Strategies For Your Remote Workforce

O.C. Tanner

The Art of Giving and Receiving Feedback

GovLoop

En vedette (18)

Social Recruiting 101: How to Keep the Magic Going - Marissa Litty, Eric Fout...

Social Media: You Are Hyperconnected... Now What?

HR Tech Spotlight Session (ConnectUp.com) - Rob Garcia

SocialHRCamp Omaha 2016 Kick Off Presentation - Tech Adoption, Scalability, A...

Facebagged, Twerminated & NetWORKed: Social Media & the Law - Kelli Lieurance

SocialHRCamp Omaha 2015 Kick-Off: The HR Technology & Social Media Revolution

Communicating Your Employer Brand Through Social Media - Eric Foutch

How Tech Influences the Employee Experience - Angie Verros

The Ingedients of Effective Feedback

How to Give Constructive Feedback at Work by Scott Storick

Turning Performance Feedback Into Positive Employee Engagement

A Call to Greatness: Why Chasing Employee Engagement is Thinking Too Small

Constructive performance feedback

Effective feedback delivery

Effective Feedback at Work

The Journey to Cultural Greatness

Employee Development Strategies For Your Remote Workforce

The Art of Giving and Receiving Feedback

Similaire à Dominating Performance: How Hudl Built a Performance Process Employees Love

Getting Results Without Authority - How Employees Influence Change and Create...

Career Communications Group

Change Management

sonyaweiland

The opportunity for coaching occurs at every level throughout an organization. Employees move through roles and responsibilities that change from a narrow focus to leadership roles where process, task and people skills are required, to senior level roles with a focus on communication, influencing and strategic thinking. No individual has well developed skills in all areas upon assuming a new job and a good coach will identify areas for development and provide support and follow up in a consistent manner. We can all become effective coaches and help our organization develop a coaching culture. It's good for our employees, good for us and good for the organization as a whole.

Building & Sustaining a Coaching Culture - Bill Medd, Legacy Bowes Group

MBHomeBuilders

Building an Effective Credit Management Team

Steve Mitchinson

What Is Engagement

John Dorris

Pres March 5, 2009

Scott McLean

Building a team's capacity for change

Coni Judge, PhD

Praxis Tea IL Leadership Feb09

Alex Moss

California Hispanic Chambers of Commerce

Shera Sever

“Culture” was named the most popular word of the year in 2014 by Merriam-Webster. It has since become one of the most important words in corporate boardrooms, a hot topic in general and smokin’ hot in internal audit circles. But why? And why now? Our session will focus on answering these questions to help us understand how we got to this point and where we go from here. In addition, we will discuss these questions about organizational culture: - What is Culture? - What is Our REAL Culture? - What is Our Desired Culture? - How do We Turn Our Desired Culture into Reality?

Northeast Ohio IIA May 7 2018 Why Culture? Why Now?

Randy Samsel

Taking the Pain Out of Performance Reviews | Webinar 12.11.14

BizLibrary

Why do people leave

Ali Zeeshan

* Are your leaders struggling to get strong performance from your people? * Are your leaders driving results through their own efforts, not their team? * Is your company suffering from operational breakdowns, late deliveries, low employee motivation and more? Today’s most successful companies all have one trait in common. Their high performance organizations are driven by a strong accountability culture. Download "The Accountable Leader" to learn the right mindset and practices to drive results in your organization.

The Accountable Leader: Developing the Right Mindset & Practices That Ignite...

Denise Corcoran

Organizations often state that they want to strengthen their leadership pipeline, yet research shows that corporate leadership capabilities are dropping. These days, every organization is competing with everyone, from everywhere for everything - a new global reality! Researchers at Boston Consulting Group have identified the need to build leaders at all levels in an organization as one of the main challenges to be successful in the modern 'flat' world. To be successful in the turbulent decade that lies ahead leaders – and all the people they lead – need to learn to deal with complexity, uncertainty and constant change In today’s work and organizational context one of the key qualities that helps leaders succeed and develop more leaders is the ability to coach, this workshop aims to help understand the essence of coaching and the effective tools one can practically employ at workplace both with individuals and teams that can make your coaching interventions more meaningful and powerful. Your people have an innate desire to succeed and perform to their best and sometimes with the mind blocks and blind-spots they feel they’ve come to cross-roads or stumbled upon a huge roadblock and as a leader and you too want to see them thrive, succeed and grow, now with coaching you can help them accomplish their goals as Coaching is all about the person at the other end of the conversation, making this conversation powerful, engaging, lively, trust-driven and worthwhile is the key, and that’s what we’ll discover through this presentation.

Developing Leaders at all levels through Purpose driven coaching

Joseph Abraham

ASSIGNM E NT Leadership & Management – Leadership Consultant Analysis 1 DU E DATE Week 9 S T R AY E R U N I V E RS I T Y | CO PY R I G H T © 2 0 1 6 . A L L R I G H TS R E S E RV E D. WEEKS 8 & 9 MANAGEMENT & LEADERSHIP people ORGANIZATIONAL CHART In-Store Sales Associate Catering Sales Associate Maintenance Associate Purchase Associate Cashier Food Quality Control Executive Chef Cashier Head of Food Service Assistant Manager Food & Beverage Director Sales Manager Logistics Manager Financial Director Kitchen Manager Restaurant Manager General Manager Junior Accountant Accountant Assistant Chef Food Service Staff Ingredients Buyer Operations Manager S T R AY E R U N I V E RS I T Y | CO PY R I G H T © 2 0 1 6 . A L L R I G H TS R E S E RV E D. 2 HUMAN RESOURCES: Hello, Head of HR here, providing you a bit more insight into our process. I’ve included a flow chart on the high level process (see below) but also wanted to provide a more detailed explanation. Our HR cycle begins with our recruiting department. We have campus recruiters who attend career fairs and develop relationships from select universities around the country. We also do a substantial amount of recruiting through LinkedIn, targeting professionals further along in their career with the backgrounds we look for. We then conduct phone screens with qualified candidates, followed by rigorous in-person interviews. We hire approximately 10% of the candidates we interview in-person. Once an employee comes on-board, our performance management system begins. Employees are required to write out goals and objectives after their first 30 days on the job. They have regular ongoing conversations with their direct managers, as well as with assigned mentors, regarding their performance. On or near their anniversary date, we conduct a formal performance review. In the review, we evaluate how the employee performed relative to the goals they mapped out for themselves, and relative to our expectations. Based on the result of the performance review, we make compensation adjustments and promotion decisions. Finally, when an employee does exit their role, by transitioning to another role within the company or by terminating their employment, we conduct formal exit interviews. Hope this helps. Look forward to your feedback on how we can improve. R E C RU I T H I R E M A N AG E E X I T E VA L UAT EC O M P E N SAT I O N A D J U ST M E N T S T R AY E R U N I V E RS I T Y | CO PY R I G H T © 2 0 1 6 . A L L R I G H TS R E S E RV E D. 3 LEADERSHIP STYLE: Hi, I’m writing this email in response to your request for an overview of my leadership style. First, I think it’s important to tell you how I got to my role as the General Manager. I started at the bottom and I’ve worked my way up through the ranks by being the top performer in every role I’ve had. I’ve worked hard to get to where I am today, nothin.

ASSIGNM E NTLeadership & Management – Leadership Consult.docx

jane3dyson92312

In this presentation, At Your Core will guide people leaders and culture advocates on how to institutionalize their company core values across the employee experience, strengthening both the culture and the business. We’ll share examples of how relevant values and supporting behaviors, reinforced at different stages of the employee experience, drive engagement. You will leave with an action plan for hiring, recognizing and connecting with employees that puts the values at the forefront.

Culture First 2019: Day 3, Living your values: tools to enhance the employee ...

Culture Amp

Performance Review Experience Design

Melanie Wells

quality of hire mishrm oct 2014 steve lowisz

Steve Lowisz

Leading with the Heart

ShannaDusza

Effective Conversations with Peers and Managers.xlsx.pptx

ShivamKasana2

Similaire à Dominating Performance: How Hudl Built a Performance Process Employees Love (20)

Getting Results Without Authority - How Employees Influence Change and Create...

Change Management

Building & Sustaining a Coaching Culture - Bill Medd, Legacy Bowes Group

Building an Effective Credit Management Team

What Is Engagement

Pres March 5, 2009

Building a team's capacity for change

Praxis Tea IL Leadership Feb09

California Hispanic Chambers of Commerce

Northeast Ohio IIA May 7 2018 Why Culture? Why Now?

Taking the Pain Out of Performance Reviews | Webinar 12.11.14

Why do people leave

The Accountable Leader: Developing the Right Mindset & Practices That Ignite...

Developing Leaders at all levels through Purpose driven coaching

ASSIGNM E NTLeadership & Management – Leadership Consult.docx

Culture First 2019: Day 3, Living your values: tools to enhance the employee ...

Performance Review Experience Design

quality of hire mishrm oct 2014 steve lowisz

Leading with the Heart

Effective Conversations with Peers and Managers.xlsx.pptx

Plus de SocialHRCamp

Speaker: Charlyne Fothergill (https://www.linkedin.com/in/cfothergill/) This session addresses the significant workplace disruptions during the past 3+ years, which include the COVID-19 pandemic and subsequent economic and social changes such as the "Tech Cool Down," the "Great Resignation," inflation, and shifts to remote and hybrid work. It highlights a shift in values and the continued competitive nature of the talent landscape, noting that despite a tech industry slowdown, companies are still hiring, and workers are concerned about job security but are willing to change jobs.

An Evolving Landscape: Attracting & Retaining Talent - SocialHRCamp Montreal ...

SocialHRCamp

Speaker: Samantha Stilwell (https://www.linkedin.com/in/samanthastilwell/) If I asked you to go turn the cold water on in the bathroom sink, which handle would you choose? Would this change if we were in France and I asked you to do it? The challenge with global leadership is simple: “we don’t know what we don’t know”. And yet, we use the same frameworks to decode everything. The future of leadership is highly nuanced and personalized. During this session, we will be using anthropological theory to build a model that decodes key cultural nuances and walk away with clear methods for being proactive leaders in a global context.

Decoding Your Global Team - SocialHRCamp Montreal 2023

SocialHRCamp

Speaker: Sandrine Théard (https://www.linkedin.com/in/sandrinetheard/) This session was presented at SocialHRCamp Montreal 2023 on October 26, 2023. Maximize their use in a professional context to make them your everyday allies. How artificial intelligence can become your ally in facilitating your day-to-day HR activities. Learn how to get the most out of technologies such as Chat GPT, Bert, and so many others, in order to use them optimally. Using concrete examples and real-life situations, our expert will show you the advantages and limitations of these technologies, which have been revolutionizing the working world in recent months. Topics covered include AI, where do we stand?, the limits of AI, advantages and functionalities, how to optimize and interact with AI, and real-life examples.

AI and HR: A Winning Duo? How GPT Chat-Type Artificial Intelligence Supports ...

SocialHRCamp

Speaker: Maya Toussaint (https://www.linkedin.com/in/mayatoussaint/ This session was presented at SocialHRCamp Montreal 2023 on October 26, 2023. Diversity, equity and inclusion isn’t just about hiring from different underrepresented communities. In this session we will talk about how mental health is at the center of the DEI Venn diagram and how we can make employees feel more included when we open talk about mental health issues and psychological safety.

Stuck in the Middle: Mental Health & DEI - SocialHRCamp Montreal 2023

SocialHRCamp

Speaker: Sarah Dufresne (https://www.linkedin.com/in/sarahdufresne12/) This session was presented at SocialHRCamp Montreal 2023 on October 26, 2023. Do candidates slip through your fingers? Is your company constantly evolving? The market is moving rapidly, on top of being uncertain? Do you feel like everything is moving very quickly? Are you concerned about a possible economic recession? In this conference, we will together delve into various recruitment strategies to swiftly fill your positions while keeping your candidates engaged (and not losing sight of them!). My ultimate goal? To assist you in implementing a foolproof recruitment approach, regardless of the market climate. From crafting compelling job offers to making job offers, and through customizing your hiring process, get ready to explore different approaches to transform your candidate experience and make your organization shine!

Efficient Recruitment: Combining Quick Hiring & Candidate Loyalty - SocialHRC...

SocialHRCamp

Speaker: Vanessa Ribreau (https://www.linkedin.com/in/vanessaribreau/ This session was presented at SocialHRCamp Montreal 2023 on October 26, 2023. Unlocking Success in a VUCA World: Join our engaging presentation designed exclusively for HR leaders! Discover practical strategies to navigate the ever-changing business landscape marked by Volatility, Uncertainty, Complexity, and Ambiguity (VUCA). Learn how to cultivate a growth mindset, embrace change as an opportunity, and drive agile HR operations. Gain insights into leveraging the power of perception, developing business acumen, and becoming strategic partners in your organization's success. Let's embark on this transformative journey together, empowering you to be smart, rather than right, and achieve extraordinary results in the VUCA world!"

Navigating the VUCA World: Be Smart, Not Right - SocialHRCamp Montreal 2023

SocialHRCamp

Speaker: Stephanie Hollingshead (https://www.linkedin.com/in/stephaniehollingshead/ This session was presented at SocialHRCamp Montreal 2023 on October 26, 2023. Each September Tech and People Network releases its highly anticipated Canadian Tech Industry Salary and Policy and Practices Survey which encompassses close to 30,000 salary data points from it's 200+ member companies across Canada. In the past 18months the tech industry experienced the extreme swing of the "great resignation" and the (often expensive) struggle to retain their talent directly into a cooling period, with many companies forced to take cost cutting measures. All of this came on top of the resurgence of return to office decisions and the shifting priorities of our workforce. Stephanie Hollingshead, CEO of Tech and People Network will kick off Montreal's SocialHRCamp by sharing the data on the top insights gleaned from their 2023 data.

2022 vs 2023: What's the Data Telling Us About What's Going on in the Tech In...

SocialHRCamp

Speakers: Charlene Brahim (https://www.linkedin.com/in/charlenebrahim/) & Ariane Mailloux-Rivard (https://www.linkedin.com/in/arianemaillouxrivard/) This session was presented at SocialHRCamp Montreal 2023 on October 26, 2023. "You don't leave a company, you leave a manager". And if you think about it, you could just as easily say: "You don't just join a company, you also and above all join a manager". So why don't our talent acquisition strategies reflect this? Why aren't managers at the heart of our processes and thinking? We are going to explain why you absolutely must refocus your strategies on your hiring managers, why and how to create a Manager Experience program. We'll share 3 simple tips to increase your managers' confidence and involvement in your recruitment projects (without overloading them with work!).

Redefining Recruitment: Supercharge Your Results by Spotlighting Hiring Manag...

SocialHRCamp

This session was presented at SocialHRCamp Vancouver 2023 (June 15, 2023) at BCIT's Tech Collider by Elaine McAnally - https://www.linkedin.com/in/laielaine/ Layoffs, org change and/or everything in between. How did your organization's vision, mission, values live through it? How do you continue to show up to consumers and customers and still stand out in a crowded job market? Let's walk through these areas from a strategic and people ops lens.

(Re)Building a Resilent Employer Brand - Elaine McAnally

SocialHRCamp

This session was presented at SocialHRCamp Vancouver 2023 (June 15, 2023) at BCIT's Tech Collider by Amanda Nagy - https://www.linkedin.com/in/missaenagy/ This session will cover key opportunities for hiring managers and recruiters alike to create exceptional candidate experiences during a time of job scarcity and an over-saturated talent market. You’ll learn: a) What is candidate experience and why it matters, b) Common mistakes companies make when hiring, c)Quick wins to improve the inclusiveness and accessibility of your recruitment process, d) Tips on how to leverage recruitment tools to find efficiencies and automate repetitive work.

Prioritizing Candidate Experience & Why it Matters - Amanda Nagy

SocialHRCamp

This session was presented at SocialHRCamp Vancouver 2023 (June 15, 2023) at BCIT's Tech Collider by Maisha L. Cannon - https://www.linkedin.com/in/mcannon/ Today's ultra-competitive job market demands innovative approaches to finding exceptional talent. Join Maisha as she unveils powerful search techniques to identify high-quality prospects for open roles. Discover hidden talent using no-cost resources and platforms. Find out how to source effectively, gain a competitive edge in the job market, and prospect like a pro.

Prospect Like a Pro - Maisha Cannon

SocialHRCamp

This session was presented at SocialHRCamp Vancouver 2023 (June 15, 2023) at BCIT's Tech Collider by Brenda Rigney - https://www.linkedin.com/in/brendarigney/ Don't hold back on making decisions as a HR Leader. Even in a disruptive and uncertain business climate, making decisions saves time. Living in miserable maybe and indecisions is stopping you from learning and growing in your leadership and impact within your organization. Learn that there are no wrong decisions...just more decisions to make. Making decisions propels you forward. You will learn how to make intentional decisions, shift your mindset and impact when making decisions, create a culture of making decisions with other leaders, and evaluate your decisions to minimize the amount of indecision you are creating.

Making Decisions In Disruptive Times - Brenda Rigney

SocialHRCamp

This session was presented at SocialHRCamp Vancouver 2023 (June 15, 2023) at BCIT's Tech Collider by Alexandra Phizicky - https://www.linkedin.com/in/phizicky/ Leadership is hard, we all know this. There is a ton of responsibility and pressure, lots of people counting on you, and the hours can be brutal. But one thing we don't often consider is that Leadership is hard because, when done well, it's... well, boring. Good leaders don't swan dive into passion projects. They don't unload on their teams about how hard their job is. They don't bring all of themselves to work. Good leaders stay the course. They are routined, consistent, and measured, knowing that that is what their teams need from them in good times and in uncertain ones. As we brace ourselves for ongoingly tumultuous economic times, let's explore the platitudes of leadership that, when performed repeatably, over time, create trust, alignment, and efficiency in any company.

Leadership is… Boring - Alexandra Phizicky

SocialHRCamp

This session was presented at SocialHRCamp Vancouver 2023 (June 15, 2023) at BCIT's Tech Collider by Juniper Belshaw - https://www.linkedin.com/in/juniper-belshaw/ The higher the waves, the deeper our anchor needs to be as leaders. With Canadian burnout rates hovering around 35%, it's clear that as HR professionals and leaders, scented candle self care isn't cutting it--and I have nothing against scented candles! In this session, you will learn how to leverage recovery for high performance, and identify your leadership anchors: the practices that will keep you grounded and aligned through challenging times.

Leadership in Rough Seas: Deepening the Anchor - Juniper Belshaw

SocialHRCamp

This session was presented at SocialHRCamp Vancouver 2023 (June 15, 2023) at BCIT's Tech Collider by Noah Warder - https://www.linkedin.com/in/noahwarder/ The call for transparency around compensation has never been louder. From candidates to state and provincial governments, the time to start the journey of transparency is now. Join Noah as he takes you on the journey of how Guusto developed its compensation philosophy, educated managers and executives on the importance of transparency, and set the stage for bringing transparent compensation practices to their organization. We all know why transparent compensation is excellent for DEI, bridging the wage gap and creating better employee engagement. Now learn how one company built their program and the mistakes that happened along the way.

Pulling Back the Curtain - How to Build a Transparent Compensation Program - ...

SocialHRCamp

Something for Monday is intended for first-time EDI practitioners as well as HR professionals who have had EDI added to their portfolios. In this session, Steph will share her experience as the first equity, diversity, and inclusion (EDI) leader of a large organization explaining her focus and goals over the first 12 months in the role. She will provide practical tips, ideas, and things to watch out for that you will be able to use at work on Monday.

Break-Out: What I did in my 1st first year as the 1st Equity Diversity & Incl...

SocialHRCamp

The New York Times called it "The Primal Scream." What you heard when working moms threw in the pandemic towel. Child care, school, and work can't all win in a pandemic, SO WOMEN LOST. 5.4 MILLION JOBS, to be precise. Pandemic Realities: 32% of women ages 25-44 said child care was the reason for unemployment. 9% drop in labor force participation by unpartnered mothers, the largest among all groups of parents. 48% of Black mothers said the pandemic impacted their ability to pay for necessities, like utilities, housing, and food. Women of color saw the worst unemployment rates of all. 69% of mothers experienced adverse health effects related to pandemic worry and stress. This isn't burnout, this is betrayal. HOW CAN YOU CREATE AN EXCEPTIONAL CANDIDATE AND EMPLOYEE EXPERIENCE FOR WORKING MOMS? How can you bring them back into the workforce on THEIR terms, not yours? We cannot see economic recovery and the full potential of business and human performance without addressing this betrayed segment of the workforce. Jess Von Bank drops truth bombs about working moms: how to attract, hire, and keep them and how to create conditions where they flourish and thrive.

Break-Out: Getting Working Moms to Work For You - Jess Von Bank (SocialHRCamp...

SocialHRCamp

The biggest challenge to engaging employees is FOCUS. (P) We have thousands of ways to “engage,” but HR is siloed and cross-functional with different teams responsible for engaging at moments that matter. This dilutes the overall focus on the entire employee lifecycle, leading to missed moments, fractured experiences, and unnecessary friction points at best. At worst, disengaged employees are dissatisfied and less productive, even detractors to organizational culture and your customer experience. (P) The Now of Work is a state of working that is distributed, digital, and driven more than ever by technology intended to keep us connected. Adding complexity is the extended workforce; not all your workers are fully employed, but everyone needs and deserves the same easy, frictionless experience of work for your company. (P) Here’s the crux: technology alone doesn’t drive connection or engagement. That requires an intentional approach and a digital way of thinking. Jason Averbook explains the Digital Equation for Employee Engagement success in this inspiring keynote.

Mega Session: Employee Engagement in the "Now of Work" - Jason Averbook (Soci...

SocialHRCamp

COVID changed the world of work and uncovered a hard truth: millions of us are overworked, exhausted, and trying our hardest—yet not getting the recognition we deserve. It’s time for a fix. A top career coach and HR consultant, Laurie Ruettimann knows firsthand that work can get a lot better for all workers— including talent-focused professionals. In a session packed with insights and stories from her new book, she’ll lay out the framework necessary to elevate and promote the employee experience while championing personal interests and creating a life you enjoy. You’ll leave with strategies for approaching work in a smart and healthy manner, knowing when to sign off for the day, doubling down on your capacity to learn, taking better risks using a more innovative framework, and beating impostor syndrome once and for all.

Mega Session: Betting on You: How HR Can Put Itself First & Finally Take Cont...

SocialHRCamp

How do your employees show up at work? Do they walk through the company’s doors and log time at their workstations while counting down the hours until the end of the workday? Or, do they arrive energized, engaged, and ready to take on the tasks and challenges of the day ahead? The difference between these scenarios and their impact on performance and innovation can make all the difference between a company’s success, or lack thereof. Employee experience is an underlying factor. In this session, we’ll explore the power of employee experience, the benefits of an intentional and well-designed employee experience program, and the role of technology.

Break-Out: Transform Employees Into Gladiators with Employee Experience & Tec...

SocialHRCamp

Plus de SocialHRCamp (20)

An Evolving Landscape: Attracting & Retaining Talent - SocialHRCamp Montreal ...

Decoding Your Global Team - SocialHRCamp Montreal 2023

AI and HR: A Winning Duo? How GPT Chat-Type Artificial Intelligence Supports ...

Stuck in the Middle: Mental Health & DEI - SocialHRCamp Montreal 2023

Efficient Recruitment: Combining Quick Hiring & Candidate Loyalty - SocialHRC...

Navigating the VUCA World: Be Smart, Not Right - SocialHRCamp Montreal 2023

2022 vs 2023: What's the Data Telling Us About What's Going on in the Tech In...

Redefining Recruitment: Supercharge Your Results by Spotlighting Hiring Manag...

(Re)Building a Resilent Employer Brand - Elaine McAnally

Prioritizing Candidate Experience & Why it Matters - Amanda Nagy

Prospect Like a Pro - Maisha Cannon

Making Decisions In Disruptive Times - Brenda Rigney

Leadership is… Boring - Alexandra Phizicky

Leadership in Rough Seas: Deepening the Anchor - Juniper Belshaw

Pulling Back the Curtain - How to Build a Transparent Compensation Program - ...

Break-Out: What I did in my 1st first year as the 1st Equity Diversity & Incl...

Break-Out: Getting Working Moms to Work For You - Jess Von Bank (SocialHRCamp...

Mega Session: Employee Engagement in the "Now of Work" - Jason Averbook (Soci...

Mega Session: Betting on You: How HR Can Put Itself First & Finally Take Cont...

Break-Out: Transform Employees Into Gladiators with Employee Experience & Tec...

Dernier

Whatsapp (+971)558539980 We have Abortion Pills / Cytotec Tablets /mifegest kit Available in Dubai, Sharjah, Abudhabi, Ajman, Alain, Fujairah, Ras Al Khaimah, Umm Al Quwain, UAE, buy cytotec in Dubai (+971)558539980“”Abortion Pills near me DUBAI | ABU DHABI|UAE. Price of Misoprostol, Cytotec” (+971)558539980“BUY ABORTION PILLS MIFEGEST KIT, MISOPROTONE, CYTOTEC PILLS IN DUBAI, ABU DHABI,UAE” Contact me now via whatsapp…… Abortion Pills Cytotec also available Oman Qatar Doha Saudi Arabia Bahrain Above all, Cytotec Abortion Pills are Available In Dubai / UAE, you will be very happy to do abortion in dubai we are providing cytotec 200mg abortion pill in Dubai, UAE. Medication abortion offers an alternative to Surgical Abortion for women in the early weeks of pregnancy. We only offer abortion pills from 1 week-6 Months. We then advise you to use surgery if its beyond 6 months. Our Abu Dhabi, Ajman, Al Ain, Dubai, Fujairah, Ras Al Khaimah (RAK), Sharjah, Umm Al Quwain (UAQ) United Arab Emirates Abortion Clinic provides the safest and most advanced techniques for providing non-surgical, medical and surgical abortion methods for early through late second trimester, including the Abortion By Pill Procedure (RU 486, Mifeprex, Mifepristone, early options French Abortion Pill), Tamoxifen, Methotrexate and Cytotec (Misoprostol).

100%Safe delivery(+971558539980)Abortion pills for sale..dubai sharjah, abu d...

hyt3577

The success of global payroll is a combination of the right internal team, their processes, and the right help from external vendors and partners. In this presentation, you will discover: 1. How to assess your organisation's payroll needs and match them to the right vendor services 2. Key strategies for evaluating potential vendors 3. How to get buy-in from senior management 4. The nuances of sustaining effective vendor partnerships, from setting clear expectations and communication channels to regular performance evaluations 5. Real-world insights into overcoming common pitfalls in global payroll management Tailored for payroll professionals looking to improve their global payroll operations by finding the right partners.

Mastering Vendor Selection and Partnership Management

Boundless HQ

Webinar - How to set pay ranges in the context of pay transparency legislation

PayScale, Inc.

Mercer Global Talent Trends 2024 - Human Resources

mnavarrete3

Call Girl In Dwarka ☎92055#41914 ¶¶ Indian,Russian Best Quality full Educated And Full Cooperative Independent Call Girls Escort Services In New Delhi- I Have Extremely Beautiful Broad Minded Cute Sexy & Hot Call Girls and Escorts, We Are Located in 3* 4* 5* Hotels in Delhi. Safe & Secure High Class Services Affordable Rate 100% Satisfaction, Unlimited Enjoyment. Any Time for Model/Teens Escort in Delhi High class luxury and premium escorts agency Indian Russian Call Girls In Delhi Booking Good High Profile Escorts (Call Girls) In Delhi 5 Star Hotel ,Incall Service,OutCall Service, We provide services by Call Girls,College Girls,Modals Get High Profile queens,Well Educated,Good Looking,Full Cooperative Model, Russian Models,Punjabi Girls Kashmeri Girls Services etc… We Provide Hottest Female With Safe And Consensual With Most Limits Respected Complete Satisfaction Guaranteed…Service. Call Me Spacial For Including Incall//outcall Service In New Delhi Indian Russian Escorts Service,

2k Shots ≽ 9205541914 ≼ Call Girls In Vinod Nagar East (Delhi)

Delhi Call girls

RecruZone - Your Recruiting Bounty marketplace

Davide Donghi

HRM PPT on placement , induction and socialization

Rishik53

Cleared Job Fair Handbook | May 2, 2024

ClearedJobs.Net

Arjan Call Girl Service #$# O56521286O $#$ Call Girls In Arjan

parisharma5056

Dernier (9)

100%Safe delivery(+971558539980)Abortion pills for sale..dubai sharjah, abu d...

Mastering Vendor Selection and Partnership Management

Webinar - How to set pay ranges in the context of pay transparency legislation

Mercer Global Talent Trends 2024 - Human Resources

2k Shots ≽ 9205541914 ≼ Call Girls In Vinod Nagar East (Delhi)

RecruZone - Your Recruiting Bounty marketplace

HRM PPT on placement , induction and socialization

Cleared Job Fair Handbook | May 2, 2024

Arjan Call Girl Service #$# O56521286O $#$ Call Girls In Arjan

Dominating Performance: How Hudl Built a Performance Process Employees Love

1. DOMINATING PERFORMANCE How Hudl is Rethinking Performance Management

2. 2 MILLION HOURS Annual time invested in ratings and reviews at Deloitte Source: HBR, April 2015 40Hrs/Person

3. Timewellspent? Nope.

4. …we realized many of those hours were eaten up by leaders’ discussions behind closed doors about the outcomes of the process. We wondered if we could somehow shift our investment of time from talking to ourselves about ratings to talking to our people about their performance and careers— from a focus on the past to a focus on the future. “ ”

5. Performance management has torn its ACL.

6. Performance management has torn its ACL.

7. Adam Parrish HR Manager

8. Phil Haussler Head of Product

9. Today’s Game Plan Hudl’s Journey Lessons Learned Q&A

10. Life in a squad at Hudl

11.

12.

13. Dominate We Listen We’re a Family We Thrive on the Front Lines We’re Respectfully Blunt O U R C O R E VA L U E S

14. Before: Our Approach was HEAVY

15. Another Way: Continuous Feedback

16. Source: CEB

17. Source: CEB THETROUBLEWITHTHIS… RECENCY BIAS

18. Source: CEB THETROUBLEWITHTHIS… UNRELIABLE RATINGS

19. Source: CEB THETROUBLEWITHTHIS… BRAIN SCIENCE, yo

20. Annual reviews Heavy Top down feedback Backward-looking Weakness focused For the company, by the company Performance management Anytime, anywhere conversations Light Multi-directional feedback Forward-looking Strength focused For me, by me Performance motivation

21. Hudl’s New Playbook

22. 4 Legs of a Stool Recognition Feedback Goals 1-on-1s Continuous #RealTalk

23. Hudl’s New Cadence A Year-Long Initiative JAN FEB MAR APR Peer Feedback Progress Check Upward Feedback Choose Your Own MAY JUN JUL AUG SEP OCT NOV DEC Peer Feedback Progress Check Upward Feedback Peer Feedback Progress Check Upward Feedback Choose Your Own Choose Your Own Recognition Goals

24. RECOGNITION Always on | Visible and social | Peer-to-peer | Easy | Linked to values

25. RECOGNITION Always on | Visible and social | Peer-to-peer | Easy | Linked to values

26. GOALS Source: Betterworks Connected Transparent and aligned Supported Social reinforcement and recognition Progress-based Frequent and measurable feedback Adaptable Flexibility to respond to changing priorities Aspirational Retrospection to encourage excellence

27. HudliePeer Manager

28. MANAGEMENT = Asking Great Questions 1-on-1s

29. What am I dominating? What could I do better? What are your takeaways? How will you act on those takeaways? PEER FEEDBACK January Feedback: 1-on-1:

30. PEER FEEDBACK

31. PEER FEEDBACK

32. PEER FEEDBACK

33. How have I done in the key areas we discussed last time? Keys to success on the coming 4 months? What worries or concerns do you have about being successful in the coming months? What else is on your mind? PROGRESS CHECK February

34. UPWARD FEEDBACKMarch

35. CHOOSE YOUR OWN April

36. Any Hudlie can request feedback at any time. Either for themselves or someone on their team. Any Hudlie can start a 1-on-1 at any time. Many Hudlies are using this for their biweekly 1-on-1s. Anytime Feedback

37. Game Recap

38. #Winning

39. employees IT’S BETTER FOR…

40. employees managers IT’S BETTER FOR…

41. employees managers HR IT’S BETTER FOR…

42. Questions?