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3 Ways Continuous Feedback Improves Performance

How often do you conduct performance reviews in your organization? Are you still on the annual review cycle? If not, what did you replace it with? How long after a new hire starts do you check in with them to see how they are adjusting? […]

3 Ways Continuous Feedback Improves Performance

How often do you conduct performance reviews in your organization? Are you still on the annual review cycle? If not, what did you replace it with? How long after a new hire starts do you check in with them to see how they are adjusting? What about people who give notice – do you conduct an exit interview?

If you have responsibility for overseeing performance reviews, consider the following:

According to one survey, although 94% of executives are confident that employees are satisfied with their company’s performance review process, most employees feel the process is outdated.  In fact, while nearly 70% of companies still cling to an annual or bi-annual performance review schedule, more than half of office professionals say that’s not nearly enough–they want performance check-ins at least once a month. Even more (94%) would prefer their manager address mistakes and development opportunities in real-time, which enables more agility through coaching and behavior changes to address skills gaps and shifting strategies.

In a recent Gallup study, over half of exiting employees said that in the three months before their departure from the company, neither their manager nor team lead had spoken to them about their job satisfaction or future with the company.

Replacing the once-off with continuous feedback

Today’s worker can reach friends and family instantly. This instant access is extending into the workplace and manipulating how feedback needs to be given by managers—” the millennial experience of being able to check in, ask questions, and get feedback in real-time in their personal life would be mirrored in their desire to have similar access and input in their professional lives.”

It is also true that providing continuous feedback increases morale and helps employees stay on track with their professional goals. When employees know where they are in their development, for example, a nurse who needs two more courses to advance to the next pay grade at a hospital, they’re motivated to continue their development.

Further evidence that continuous feedback is preferable:

  • Over 90% of employees want their manager to address performance mistakes or development opportunities in real-time when they happen
  • 67% of executives admit to removing negative feedback from employee evaluations because too much time had passed between the incident and the review for it to be relevant
  • 86% of executives say their company would benefit from more frequent check-ins with employees
  • Nearly half of employees don’t feel comfortable raising issues with their boss between formal performance reviews, but almost three-quarters say they’d be more proactive in raising issues or concerns if they received more frequent feedback

Regular feedback = rise in output

However, it is important to note that there is another reason for companies to adopt continuous feedback- increased performance.  Let’s take a closer look at how regular reviews and input boost performance:

1.  Frequency

Frequency of feedback alone can boost employee engagement. Allowing feedback to come from multiple sources increases the number of teaching moments provided to each employee. A self-service time clock that engages employees every day (clocking in each morning, clocking in and out at lunch, clocking back out in the evening) can provide feedback on where they are with their training and how to advance to their next promotion. Showing progress in training and compliance can keep employees safe as well as motivate them to progress to the next level within their organization. Both managers and employees benefit from multiple sources of feedback on performance and training.

2. Culture

Frequent, data-driven feedback not only supports manager decision making but also supports a positive workplace culture. Frank Elavsky, a data and policy analyst, says: “The most important skills to have in life are gained through interpersonal experiences…Human bodies in close proximity to other human bodies stimulate real compassion, empathy, vulnerability and social-emotional intelligence. These skills are imperative to focus on, as the future is in danger of losing these skillsets from the workforce.” Encouraging continuous feedback and supporting a coaching culture creates a workplace that is people-focused. A performance strategy that puts people at the center shows commitment to workers, their well-being, and their success.

3. Analytics

Today’s managers have more tools than ever available to track and monitor employee training and performance. Technology may be the most valuable tool in helping organizations overhaul performance management. Capturing performance data (on-time rates, customer satisfaction results) can provide managers with tangible metrics to assess and rate employee performance. Issues afflicting performance management, such as biases and human error, can be eliminated when promotion and pay scales are based on data. Workers can be identified as top performers and rewarded for their performance when managers have access to accurate information on key metrics for success.

SumTotal’s Performance Management in action

Often, I hear that while the idea of frequent feedback is excellent, the reality is that organizations are just not set-up to efficiently or effectively conduct them. Well, that’s no longer the case. Technology is a great enabler, and SumTotal’s Talent Management solution is the answer.

Here’s Universal talking about our tools:

“SumTotal Talent Management ensures Universal is evolving to align with our ever-growing organization and facilitating more regular engagement in conversations and documentation about employee performance and development.”

– Kristin Chase, Senior Director, Organizational Development, Universal Parks and Resorts

Read the case study to learn how our custom hourly performance snapshot enables Universal managers to quickly and efficiently evaluate the thousands of hourly employees working.

Today is Equal Pay Day: Can HR Technology Help Close the Gender Pay Gap?

The European Commission’s 2019 report on the gender pay gap reveals the following:

  • Women earn over 16% less than men per hour in the EU.
  • Women earn 84 euro cents for every €1 men earn.
  • […]

Today is Equal Pay Day: Can HR Technology Help Close the Gender Pay Gap?

The European Commission’s 2019 report on the gender pay gap reveals the following:

  • Women earn over 16% less than men per hour in the EU.
  • Women earn 84 euro cents for every €1 men earn.
  • Women work around two months free each year, compared to men.

While many organisations are proactively seeking to redress any imbalance, the problem persists.  Research substantiates this claim. The latest estimates are that only 55% of employers have or are conducting remediation to resolve causes of pay inequities, and 9% of employers say the issue isn’t on their radar at all.

What is Equal Pay Day?

In the UK, it is the day when based on data about average pay, women overall stop being paid compared to men.  This year, it falls today—Thursday November 14. Organised by the Fawcett Society, the UK’s leading membership charity campaigning for gender equality, the day is about raising awareness and encouraging everyone to participate in the fight against gender inequality.

Why is it important?

The reasons to support this day are too numerous for this one blog post. However, here are some of the top reasons:

  • The UK’s gender pay gap stands at 11.9%. There are no sectors in the UK economy where women are paid the same as men. Gender pay gap reporting is based on hourly wage, and therefore, numbers of hours worked does not impact the data.

Gender Pay Gap: women still short-changed in the UK

Source: Gender Pay Gap: women still short-changed in the UK

  • London has the largest gender pay gap in the UK, with women earning 30.4% less than men. This equates to women working for 71 days for free
  • Birmingham has the second biggest gender pay gap, with men earning 17.8% more than women.

How to move the scales

Resolving the disparity in pay is complex and involves more than merely a number. Employers must look to ensuring that all employees can expand their role and proceed up the management ladder to higher-paying positions. It is about reviewing how your organisation views maternity and paternity leave. It is about facilitating professional development, and it is about further government action beyond the Equality Act 2010. Above all, it is about time, as real change cannot occur overnight.

HR’s role in tipping the scales

“What HR can do is to help initiate, shape and nudge practices and required leadership behaviours. For example, HR can play a role in articulating and initiating policies in recruitment, compensation and other functional areas to ensure equal roles receive equal pay, anti-discrimination and increase diversity in terms of fair representation of different groups of people.”

Merle Chen, Chief Talent Officer, The Lo & Behold Group

Technology has a part to play also. Specifically, HR technologies that provide an employer with meaningful insight into how it is both compensating and promoting its employees. HR can leverage such data to develop company standards around pay. HR must also utilise technology to ensure all employees are assessed and promoted in a transparent and objective manner.

Leveraging a compensation management tool, an organisation today can simplify and make standard how they plan, budget, and execute their compensation and reward policies. SumTotal’s Compensation Management includes all aspects of employee compensation, including bonuses, variable pay, and long-term incentives such as stock options. Additionally, managers can review proposed salary adjustments, compare them to standard guidelines (e.g., compa-ratio) or market salary survey data, adjust as necessary, and approve the compensation plans for their direct reports.

Leveraging a compensation management tool, an organisation today can simplify and make standard how they plan, budget, and execute their compensation and reward policies

The applications of a compensation management tool are broad and particularly beneficial to global organisations. However, I believe employers can also capitalise on the function to ensure all employees are receiving equal pay.

 

 

Request a demo of SumTotal today

Vote for SumTotal in the 2019 Elearning! Annual Awards

 

We want your vote.

The Best of Elearning! Awards are now in their 15th year. These Elearning! Magazine users’ choice awards program annually recognizes best-in-class solution providers. In 2019 there are 27 different categories, with SumTotal featuring in two. […]

 

We want your vote.

The Best of Elearning! Awards are now in their 15th year. These Elearning! Magazine users’ choice awards program annually recognizes best-in-class solution providers. In 2019 there are 27 different categories, with SumTotal featuring in two.

Within the learning and development industry, these awards hold a special place because it is customers, the very people using the products and services daily, who determine the winners. Yes, winners are selected based solely on customer feedback from learning professionals from both the private and public sector. We see such an extraordinary endorsement as proof that our hard work is paying off, that we are producing the learning experiences that are transforming the organizations and careers.

SumTotal is up for an award in the following categories:

Voting is easy and takes just a few minutes.  Just click here, scroll to the relevant category and enter SumTotal, the product you are recognizing and a sentence or two explaining why and hit submit.

Here’s what the form looks like.

 

 

Voting closes on Sunday, September 1.

 

The winners will be revealed in the November/December issue of Elearning! Magazine and then announced at the Best of Elearning! Awards broadcast.

 

Thank you.

The SumTotal team