The talent management industry is falling in the face of Social Performance platforms that are redefining HR’s approach to employee engagement and productivity.
San Francisco, CA (PRWEB) October 10, 2012
WorkSimple (http://www.getworksimple.com), the proven Social Performance Management provider, is declaring a Social Performance revolution—and it’s turning traditional talent management on its head.
According to PricewaterhouseCoopers’ (PwC) 15th Annual Global CEO Survey, productivity dropped sharply in 2011 and employee engagement is poor. While there has been a huge investment in human capital analytics, the future of effective performance management depends on the rise of Social Performance platforms that displace the status quo.
“WorkSimple’s industry-first innovations broaden the reach of Social Performance and change the rules of the talent management game,” says Morgan Norman, co-founder and CEO of WorkSimple, the industry’s pure-play Social Performance Management provider. “Our next-generation platforms are driving a new age in social technology that’s easier for employees to adopt, more engaging, and puts an end to dreaded performance reviews.”
Why Traditional Talent Management Doesn’t Work
A recent ADP survey among C-level executives, senior HR leaders and IT professionals revealed an opportunity for Human Capital Management (HCM) technology to elevate the HR function, drive business strategy and directly impact the bottom line. WorkSimple is forwarding HCM strategies with a Social Performance platform that caters to the felt needs of employees and HR execs alike.
Social Performance is taking the talent management industry by storm, in part, because employees and teams are trending toward social apps. Employees don’t care about traditional performance management reviews when they only stay on the job an average of 2.2 years. Employees are looking for social apps in every business domain, from sales and marketing to customer service to communication and beyond. Social design and collaboration is the future and the future is now.
HR can’t force employees to engage with traditional talent management or performance review platforms—and they won’t embrace software that doesn’t help forward their careers. What’s more, the results are not especially helpful to HR decision-makers because they don’t accurately portray an employee’s contribution to the organization. With traditional talent management platforms leadership is left without a clear picture of an employee’s true impact, what is working and where the risks lie.
“Performance-related pay has now become ubiquitous and forms a major part of the pay package for companies globally,” says Tom Gosling, partner and head of reward consulting at PwC UK. “However, we have found that companies are struggling to align rewards with corporate strategy and individual performance management, and so frequently do not get the results they desire form their incentives spend.”
Why Social Performance Platforms are Gaining Momentum
Whether it's Salesforce.com, Oracle, SAP or even smaller niche players, most modern enterprise apps are not particularly engaging. Yet connected employees are demanding social collaboration, real-time feedback and dynamic recognition. Social Performance is meeting the needs of agile organizations–and fulfilling an age-old pursuit of HR and leadership–by making work more fun and engaging with feedback, recognition and clear results.
“Although many organizations are quickly embracing engagement, designing and implementing an enterprise-wide program is a daunting challenge,” says Madeline Laurano, research director for the Talent Acquisition Solutions group within Aberdeen’s Human Capital Management practice. “As a result, engagement levels are in danger and organizational performance is at risk. In order for organizations to motivate employees and drive organizational growth, employee engagement needs to be ingrained in the company culture.”
Social Performance ingrains employee engagement into company culture by breaking silos to connect employees—even remote workers—and spur collaboration with activity streams, comments, recognition and feedback. Employees engage through discussions, comments and feedback as their work better aligns to department goals and business unit objectives. The result is a culture transformation with predictive outcomes.
An HR Tech Revolution is Underway
An HR technology revolution is critical. Only 13 percent of firms align their performance management system to company strategy, according to Hay Group research, and only 27 percent of firms align their performance management strategy to culture and values. Another 36 percent of U.S. business leaders believe managers in their firms fail to use their performance management process effectively and 40 percent do not actively support the performance management process effectively.
What’s more, employees and HR is dissatisfied with the status quo. Almost a quarter of business leaders describe their performance management process as a “tick-box exercise,” according to Hay Group, and 56 percent believes it makes a difference on the bottom line. But leadership cannot demonstrate the ROI of traditional performance management. It’s time for change.
"U.S. business leaders face a significant challenge as they work to achieve aggressive growth targets with a workforce that is already stretched thin," says Katie Lemaire, vice president at Hay Group. "To fully harness the power of their employees, executives need to take a fresh look at how performance is really managed to ensure people are enabled to drive organizational performance."
WorkSimple Social Goals brings the power of social collaboration to any business. Here’s how it works: Employees simply visit a website or use a web-based application to post create and track goals. Employees can instantly receive feedback and suggestions and enjoy social recognition for managers and peers for a job well done. WorkSimple instantly socializes personnel, departments, company goals and objectives—and gives a clear picture of each employee’s results. From an HR perspective, it’s simple to deploy and is as intuitive to use as Facebook. There’s no consulting or integration fees. It’s up and running in minutes.
“Social Performance is no longer for HR or early adopters,” says Morgan. “It is becoming a mainstream phenomenon, and the market is evolving rapidly with the push away from traditional reviews. Social Performance calls for a powerful solution that solves real business problems and is effortless to use, and adopt. WorkSimple will continue to roll out innovations that help employees work better together–and help HR see the big performance picture without the heavy lifting.”
About WorkSimple
WorkSimple is the creator of Social Goals™: a fresh new way to manage careers, performance and results. As easy to use as your favorite social network, WorkSimple is designed for individuals, teams, and large organizations. Our Social Performance Platform gives a better way to share goals, collaborate, get feedback, and get your work endorsed. The Individual Edition is includes Social Goals, Portfolio, Endorsements, Media Sharing, LinkedIn Integration. Teams and Business can upgrade for additional functionality including: Social Goals™, Social Recognition, Get Verified, Feedback, Focus Boards, Activity Streams, Social Engagement Analytics, Company Performance Dashboard, Results-Driven Performance Review, and Administrator Controls.
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