Performance Leader’s Post

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Integrating ethical and empathetic practices in people analytics can enhance employee satisfaction and productivity. By prioritizing individual contributions and well-being alongside data, companies will create a more engaged and supportive workforce. You can learn more about how people analytics can help your business here: https://lnkd.in/g9JD4hpB. #PeopleAnalytics #HRTech #DataAnalytics #EmployeeExperience https://lnkd.in/gTVF2DhU

An interesting experiment was conducted at the HR-tech forum. The experts were asked to answer two questions. First: “What surveys do you conduct in your company?” Almost 100% of those present answered this question, and the answers were varied. The second question allowed only two answers: agree or disagree. “I plan to work for my company for more than a year.” Only 50% of respondents answered it and, as expected, all 100% of the answers were “Yes”. This experiment showed a classic example of a question with a socially desirable answer. People answer what they think we want to hear, or they don't answer at all. This happens when it comes to the manager, colleagues, salary, motivation system and other “inconvenient” topics. However, surveys are becoming increasingly popular. Most companies have begun using engagement and loyalty surveys in the past two years, and some are going even further, asking questions about satisfaction, employee opinions of EVP, monitoring departmental relationships, and even burnout rates. But it's important to remember that surveys, when designed and interpreted correctly, can be a powerful tool for improving company culture and performance. And the right tool for conducting surveys, which helps to level out “errors”, is the key to reliable information on which you can safely make correct and informed management decisions. Take a closer look at these tools - an application from the company In-Eo.

⌛#THROWBACKTHURSDAY⌛ Remember when performance reviews were done with pen and paper?📝👀 Those long, handwritten forms and piles of paper to sort through! No fancy analytics, no automated reminders—just good ol’ spreadsheets (and sometimes...even file cabinets!). We’ve come a long way since then! From manual forms to AI-driven insights, HR has evolved into a dynamic, data-powered function that’s reshaping the employee experience.💡💻 Now, it’s all about real-time feedback, continuous development, and building a culture of growth—no more waiting for the “annual review” to roll around. In my own journey as an HR pro, I’ve learned that it’s not just about tracking performance but about empowering people to reach their full potential!♥ #HRThrowback #PerformanceManagement #EvolutionOfHR #HRLife

Data doesn't lie. But it does transform careers. As an HR leader, I've seen firsthand how data-driven talent management can skyrocket performance. At Ameren, we implemented Workday for performance management. The result? • 99% participation in performance reviews (up from 50%) • 16% boost in employee engagement • 10% reduction in turnover Data empowered us to: 1. Identify high-potential employees early 2. Personalize development plans 3. Address performance gaps proactively But here's the kicker: It's not just about the tech. It's about using insights to have meaningful conversations and drive real change. How has data transformed your approach to talent management? Share your wins (or challenges) below 👇 #TalentManagement #HRAnalytics

𝗘𝘃𝗲𝗿 𝘄𝗼𝗻𝗱𝗲𝗿𝗲𝗱 𝗵𝗼𝘄 𝗽𝗼𝘄𝗲𝗿𝗳𝘂𝗹 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗹𝗶𝘀𝘁𝗲𝗻𝗶𝗻𝗴 𝗰𝗮𝗻 𝗯𝗲? Perceptyx's latest State of Employee Listening report is an eye-opener!! Companies that really listen to their employees are 6x more likely to exceed financial targets, achieve 9x higher customer satisfaction, retain talent 4x better, and adapt and innovate 7x more effectively. These findings show just how transformative regular, responsive listening can be. Check the full Perceptyx's report here: 𝗵𝘁𝘁𝗽𝘀://𝗯𝗹𝗼𝗴.𝗽𝗲𝗿𝗰𝗲𝗽𝘁𝘆𝘅.𝗰𝗼𝗺/𝗳𝗿𝗼𝗺-𝗶𝗻𝘀𝗶𝗴𝗵𝘁-𝘁𝗼-𝗮𝗰𝘁𝗶𝗼𝗻-𝗻𝗲𝘄-𝗱𝗮𝘁𝗮-𝗼𝗻-𝘁𝗵𝗲-𝘀𝘁𝗮𝘁𝗲-𝗼𝗳-𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲-𝗹𝗶𝘀𝘁𝗲𝗻𝗶𝗻𝗴

I had the pleasure and opportunity to interview with The Social Digest on how companies can best use data and tech tools to maximize employee productivity. It was great to be able to bring an IO and psychometrician's insights into this conversation. Effectively and ethically using data poses a great opportunity, and a great challenge, for modern organizations, which is why I recommended a #TalentIntelligence approach to using data.

#HR: Stuck in “No” Gear 🚫 ➡️ 🚀 I picked up my mail last night (yes, the actual USPS delivery 📬, which I now collect when I remember). Inside was the latest Harvard Business Review issue, headlined: “We’re Still Lonely At Work—It's Time for Companies to Take a Different Approach to Culture.” Though I haven’t read it yet, the constant call to improve #companyculture struck me. It echoes what I’m hearing from candidates: people are in jobs that pay the bills (kind-of), but they’re searching for —#satisfaction and #stability 💼🔍. As I reflect, I wonder if our pursuit of that coveted “seat at the table” 🪑 has led us to rely too heavily on policies and compliance to prove our value. Sure, saying “no” helps us enforce the rules 📑, but it also reinforces a gatekeeper mentality. Maybe that’s the issue: if HR is always saying “no,” who’s advocating for progress, creativity, and innovation within the workforce? 🚫 Compliance is tricky—take a look at your employee handbook 📚 and see how well it’s followed. Relying solely on rules 🛑won’t get us the workplace culture we’re striving for. Credibility isn’t about enforcing policies; it’s built through collaboration and alignment. What if HR practices were designed to support organizational goals, empowering teams and driving engagement from the ground up? 🧩💥 So why are we, as HR professionals, so focused on legal complexities—things even lawyers spend hours untangling? ⚖️ In other departments, methodologies like #ADDIE, #Agile frameworks, #Employee Journey Mapping, and #HumanBehavior Modeling are driving growth and transformation through intentional organizational design 🌱. Yet HR often lags behind in adopting these approaches. What if we embraced these tools to create frameworks that not only support compliance but also foster job satisfaction and long-term fulfillment?🦋 Maybe it’s time to move away from rule books and start using tools that drive strategic transformation across the organization. Let’s be the architects of progress, not just the scaffolding 🏗️🚀.

HR Dive's latest insights reveal that ongoing skill development is crucial for productivity and success. Investing in continuous learning: - Keeps your team ahead - Fosters innovation - Drives engagement #ContinuousLearning #EmployeeDevelopment #HR #TalentManagement

Dayforce, Inc., a global human capital management (HCM) leader that makes work life better, has released a report revealing an alignment between frontline workers and management, but a disconnect with executives at the helm of their organizations. Findings show misalignment across a range of critical business challenges, including workforce planning, pay, labor shortages and skills gaps, workforce compliance, and culture. Read more, https://lnkd.in/eqDCYb74 #HRNews #HROToday #hr #employeeexperience #workforce