What? Can you imagine your company rewarding your hard work, great results, and ability to positively contribute by giving you two tickets to the Superbowl? That is employee engagement if I have ever seen it. Does it really take all of that to develop employees? Of course not. Can we afford to be creative and unpredictable when it comes to rewarding our Top Performers? Absolutely.
Lane Jarvis, Chief Human Resources Officer at Go Daddy.com shares some critical points for establishing employee development plans for all employees (see the video through the link below). This is an important part of the employee performance appraisal discussion.
70/20/10 Rule
Lane Jarvis shares Go Daddy’s career development philosophy:
· 70% - Employees learn from on the job work experiences
· 20% - Employees learn from feedback (Mentors, Coaches, Managers)
· 10% - Employees learn from classroom experiences to support their career development
According to the video, Go Daddy created an in-house Performance Management System. At BullseyeEvaluation, we can save you development time and resources. Our best of breed, proven Performance Management Software provides excellent user friendly functionality with a seamless implementation.
Need to know who your top performers are at any given moment? Employees become engaged when the Performance Appraisal System has value, relevance and, most of all, documented conversations, coaching, and career development activities to improve their contribution.
Don’t get stuck on creating your own tool. Partner with us and you can focus on developing your Superbowl Performers!
Listen to the great story of Go Daddy and their 2012 HR Initiatives!
At Bullseye Performance Management Systems, we believe HR Professionals are operational and strategic partners when managing an organization.
Visit our website at www.bullseyeevaluation.com and let us show you how to focus on the employee relationship and not just the form.
