The Future of Work

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Driving Employee Engagement Practices via Social Performance Management Lunch and Learn.

C-level executives of Houston business and community organizations are welcome to attend.

Register via GoToWebinar

  • Event Date: Thursday, May 10, 2012
  • Event Time: 11:30 AM – 12:30 PM
  • Location: 
    Join us for a Webinar on May 10

Reserve your Webinar Seat Now at:

https://www3.gotomeeting.com/register/285699110
  • Hosted by BullseyeEvaluation.
  • Registration: 
    https://www3.gotomeeting.com/register/285699110

Prominent Houston business C-level executives along with community leaders will discuss the future of work including:

1) Driving Workforce Productivity, Engagement, Retention with Technology & Tools

2) The Business Case for connecting employee performance to corporate performance.

Case studies will be shared and executives will receive a “business case ROI calculator” to evaluate various workforce initiatives impact on the P&L.

 

Why attend?

- Discuss practical advice for evaluating your HR and workforce performance.

- Checkout the most effective practices and tools for driving engagement and performance.

 

About the panelists:

Terry Stockham Bio: Accomplished executive leader with an extensive portfolio of success directing human capital and organizational development for major global corporations such as Pepsi-Cola and Coca-Cola. Instrumental in developing strategies and leadership teams to drive business expansions and revenue growth. Advanced business and HC acumen, with experience in organizational development, establishing global HR functions, restructuring organizations, executive coaching, leading M&A activities, and consulting across diverse industries.  Credentials include:

  • Established the Human Capital Institute in the former Soviet Union, set up the organization infrastructure.
  • Advised 25 of the top 100 Russian businesses on organizational development/human capital practices.
  • Performed as speaker at 20+ conferences including The Conference Board in New York.
  • Cultivated partnerships with 10 local and 3 global human capital organizations.
  • Professional background includes roles as HR Manager for Coca-Cola Foods in CA, HR Manager-Operations for Coca-Cola Foods in TX, HR Development Director for Coca-Cola Export in Russia, and General Manager for Coca-Cola Inchcape in Russia (1989-1997). Bachelor of Science in Business Administration, Thomas Edison State College, Trenton, NJ
  • Human Capital Strategist (HCS) + Senior Professional in Human Resources (SPHR) + Global Remuneration Professional (GRP) + International Human Resource Management Certificate. # # #

 

Adeel Zaidi, Founder & President, Bullseye Evaluation Performance Management Systems Bio: Adeel has a B.S. degree in Industrial Engineering and a MBA degree in Industrial Management. He is a senior executive experienced in P&L management, strategic planning, business development and manufacturing operations. He has numerous recognitions and accomplishments.  Adeel has utilized his executive experience in the development of a corporate communication system — the Bullseye Evaluation Performance Management System & KPI Dashboards — that promotes a culture of coaching and mentoring. This approach to employee performance management and evaluation is an outgrowth of years of employee management and executive experience with a variety of manufacturing and healthcare organizations. ###

Charles Bedard Bio: Charles has extensive knowledge of technology and outsourcing options for today’s business.  Mr. Bedard serves as a Strategic Advisor, Chief Strategy Officer, and Global Strategist to B2B technology and outsourcing providers. Previously, Charles served as a Director for multiple fast-growth companies in BPO, IT, HR/Human Capital/HRO, Technology/Software, and Professional Services.  He has earned his Bachelor of Arts from Southwestern University and his Masters of Business Administration from Texas Christian University.

Why Employee Engagement matters:

Drive Employee Engagement with Social Performance Management

Why Employee Engagement Matters

Why Employee Engagement matters:

Employee Engagement is Critical to Productivity

Why Employee Engagement is Critical

Partnership Announcement to Drive Global Workforce Solutions from BullseyeEvaluation & Kelly Services.

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Global Staffing Leader & SaaS Performance Management provider Partner to Deliver Performance Dashboards to Worldwide Clients. 

Via PRWeb: Houston, TX – April 19th 2012 – BullseyeEvaluation, LLC, today announced a strategic partnership with Kelly Services, Inc. (NASDAQ: KELYB) to provide performance management solutions including its performance management dashboards to worldwide clients.

BullseyeEvaluation®, a Software-as-a-Service (SaaS) solutions provider enables the use of HR and work products tied to performance dashboards resulting in better employee management and performance.

Kelly Services ®, building upon its success in creating customized workforce solutions for its global customers, is working with BullseyeEvaluation®, to deliver the solutions customers want in the marketplace.

“Global workforces demand customized solutions that meet their unique needs,” remarked Adeel Zaidi, founder of BullseyeEvaluation, LLC. “We deliver pre-configured country and industry solutions built on HR best practices that are then configurable to an organization’s unique situation and requirements.”

“The rate of change in today’s workplace and its impact on both workforce and product life cycles has placed demands on service companies, such as Kelly, to be more creative and deliver solutions to meet the evolving needs of clients,” said Rolf Kleiner,   Senior Vice President and Chief Innovation Officer, Kelly Services.

About BullseyeEvaluation , LLC:
BullseyeEvaluation is a SaaS Performance Management solution that drives a culture of performance.  Due to mandates for performance documentation, employee engagement, and regulatory requirements for the workplace; organizations from around the world want turn to BullseyeEvaluation because our approach automates, simplifies, and facilitates 360º performance management.

About Kelly Services, Inc.
Kelly Services, Inc. is a leader in providing workforce solutions. Kelly offers a comprehensive array of outsourcing and consulting services as well as world-class staffing on a temporary, temporary-to-hire and direct-hire basis. Serving clients around the globe, Kelly provides employment to 550,000 employees annually. Revenue in 2011 was $5.6 billion. Visit www.kellyservices.com and connect with us on Facebook, LinkedIn, & Twitter.

BullseyeEvaluation’s SaaS Performance Management Solution for Higher Education.

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Texas Southern University Partners with BullseyeEvaluation to Better Identify Top Performers.

 BullseyeIQ-HigherEducationKPIDashboardPerformanceManagement

Houston, TX – April 20th,  2012 – BullseyeEvaluation today announced that Texas Southern University, founded as a leading institution of higher education in 1927, has selected BullseyeEvaluation for Performance Dashboards, after a successful deployment and onboarding of BullseyeEvaluation Performance Management System.

“BullseyeEvaluation continues to add-on functionality that meets the unique needs of universities and our diverse workforce of faculty and staff. As an institution of Higher Education, we use BullseyeEvaluation to identify star performers, track progress against goals, and foster collaboration and communication,” commented Brian K. Dickens, Executive Director of Human Resources & Payroll Services, Texas Southern University.

Why BullseyeEvaluation
TSU (Texas Southern University) wanted a configurable solution that met their unique documentation needs, and also that delivered performance management dashboards and key performance indicators in a simplified and accessible user interface for senior staff.

About Texas Southern University
Texas Southern University was founded in 1927 and became a state institution in 1947. Texas Southern possesses an impressive array of undergraduate and graduate programs, a diverse faculty, more than 80 student organizations, and an  alumni network comprised of educators, entrepreneurs, public servants, lawyers, pilots, artists, and more, many of whom are  change agents on the local, national and international stage.  Nestled upon a sprawling 150-acre campus, Texas Southern has  served as a cornerstone for developing the greatest potential in leaders from various socioeconomic, cultural, and racial backgrounds.  Texas Southern is located in the heart of the city, giving its students and faculty easy access to the Museum  District, neighboring educational institutions, the Texas Medical Center, downtown Houston, two major airports and all of the  city’s major freeways.  More than 9,487 students, along with 1,200 faculty and staff comprise the University’s  community making it one of the nation’s largest Historically Black Colleges and Universities (HBCU’s). For more information,  visit www.tsu.edu

About BullseyeEvaluation , LLC:
BullseyeEvaluation is a SaaS Performance Management solution that drives a culture of performance.  Due to mandates for performance documentation, employee engagement, and regulatory requirements for the workplace; organizations from around the world want turn to BullseyeEvaluation because our approach automates, simplifies, and facilitates 360º performance management.

Contact: Louis Posthauer, Director Sales & Marketing
BullseyeEvaluation, LLC, 1-713-554-0909

Who’s who of HR leaders strategize on global strategy for HR adoption of solutions and practices.

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Announcing the BullseyeEvaluation Advisory Board. Who’s Who of HR Leaders Strategize on Global Strategy for HR Adoption of Solutions and Practices.

Via PRWeb: Houston, Texas (PRWEB) April 05, 2012

BullseyeEvaluation, LLC has announced the formation of an advisory board of global leaders focused on the use of strategic HR tools and processes that facilitate employee engagement and performance management.

The advisory board members exemplify diversity in disciplines representing a global footprint with experiences in healthcare, education, and major industry. The group will focus on global strategy for workforce engagement and HR practice adoption.

“There is a global mandate for performance,” commented Michael Hick, author/speaker and Global Strategist for Litmus Consulting, LLC. “Combined with the advances in social performance management; performance management is in vogue again. As HR is being consumerized; tools for job performance and career management are in high demand around the globe.”

“Our mission is to facilitate adoption of strategic HR and performance management practices,” said Adeel Zaidi, founder of BullseyeEvaluation. “Having worked across the globe as a manager in manufacturing and industry, there is a great worldwide appetite for HR solutions that we are working to solve.”

Advisory board members include:
Rudy Karsan, Chairman of the Board and CEO, Kenexa
Rolf Kleiner, SVP and Chief Innovation Officer Kelly Services
Paul Daoust, Non-executive Chairman, High Roads
Michael Hick, Global Strategist, Litmus Consulting.
Charles Bedard, EVP Global Strategy for BullseyeEvaluation and Managing Director Ephor Group
Brian Dickens, Executive VP of Human Resources & Payroll Services, Texas Southern University
Bill Santo, Managing Director at Gruppo, Levey and Company
Adeel Zaidi, Founder of BullseyeEvaluation, LLC

On April 5th in Houston, TX advisory board members will participate in a global strategy planning session including a tour of Houston featuring prominent business and community leaders.

Contact: Charles Bedard Global Strategy Director, 1-713-554-0909

See how SaaS Performance Management Drives Employee Engagement. BullseyeEvaluation’s Online Product Tour Spotlights Cascading Goals.

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Social Performance Management solution product spotlight: BullseyeEvaluation’s Online Product Tour.

via PRWeb: Houston, Texas (PRWEB) April 03, 2012

BullseyeEvaluation, has today, announced an online product tour of its SaaS Performance Management Solution. Bullseye Performance Management Solutions’ (BEPMS) intuitive SaaS solution competes against traditional license software and spreadsheets.

The product tour of BullseyeEvaluation demonstrates the benefits of a performance management solution integrating employee engagement activities such as:

  •     Corporate goal responsibilities
  •     Job responsibilities linked to activity accomplishments
  •     Career management and career development linked to job specific competencies and training
  •     Key performance indicators (KPIs)

Through a variety of views such as dashboards, performance wheels, goal progress bars, and other visual tracking displays, employees are engaged. This proactive communication process increases employees’ organizational contributions and work collaboration.

“Using intuitive visual displays versus traditional based forms enables performance management to improve employee engagement,” remarked Adeel Zaidi, founder of BullseyeEvaluation. “Alignment of corporate objectives through the use of cascading goals is key to creating a sense of belonging for employees and a perform culture of coaching and mentoring.”

See the BullseyeEvaluation product tour demo here:
http://www.bullseyeevaluation.com/BULLSEYEVIDEO/bullseye-video.asp

“Performance management drives accountability and is the cornerstone of business when it aligns the employee to the corporate goals,” said Mr. Adeel Zaidi. “As a manager, I wanted to create an alternative to spreadsheets and forms, and provide an intuitive solution that is super simple to deploy and use. It facilitates communication pertaining to progress against goals so that employees and managers always know how to respond.”

Goals, Job Responsibilities, & Career Management are highlighted in the Product Tour. The Product Tour of BullseyeEvaluation Performance Management Dashboards also includes Analytics & Business Intelligence. In addition to integrated performance dashboards, there are add-on products and applications for HR, compliance, work management, and talent management. Take a SaaS performance management product tour at:
http://www.bullseyeevaluation.com/BULLSEYEVIDEO/bullseye-video.asp

About BullseyeEvaluation , LLC:
BullseyeEvaluation is a SaaS Performance Management solution that drives a culture of performance. Due to mandates for performance documentation, employee engagement, and regulatory requirements for the workplace; organizations from around the world want turn to BullseyeEvaluation because our approach automates, simplifies, and facilitates 360Âş performance management.

Contact: Louis Posthauer,  Director Sales & Marketing
BullseyeEvaluation, LLC
1-713-554-0909

 

How is Your Company Performance Trending? It’s All in the Employee Factor.

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The Kenexa High Performance Institute (KHPI) released their WorkTrends Report for 2011 – 2012. Engagement Levels in Global Decline: Organizations Losing Competitive Advantage. While the focus of this report demonstrates survey trends from 31,000 workers in 28 countries, it shares practical steps for leaders to address the unmet needs of employees today.

Three practical steps to improve employee engagement levels are:

1. Work/Life Balance
2. A Mirror Test for Leadership
3. Training Opportunities for Employees

Each organization must take the time to decide what works best in your environment. All brainstorming begins with spending time with your employees and going beyond a survey to ongoing, meaningful communication. Helping employees to connect the dots between their goals and the company goals are critical. Relevant feedback for employees regarding their overall performance, skills and career objectives goes a long way to improve the connections to employee satisfaction.

Are you utilizing your current performance management system to capture multiple interactions with your employees? Do your employees view the Employee Performance Management process as valuable to increase their ability to be successful in your organization?

Several research studies show a direct correlation between employee engagement and bottom line company profitability. Utilizing employee performance evaluation software can increase your effectiveness to manage real time, frequent feedback that is captured in a solution to connect results to goal attainment. Your employees deserve the best communication culture to increase their engagement levels.

Your competitive advantage will make you a survivor. Fostering a highly engaged workforce will improve your financial and company performance. Are you ready to make the commitment to make it happen?

Looking for a system to make Performance Management a strategic advantage? Bullseye Evaluation offers a web based solution to help shift the culture of expectations for your company process.

At Bullseye Performance Management Systems, we believe HR Professionals are operational and strategic partners when managing an organization.

Visit our website at www.bepms.com and let us show you how to focus on the employee and not just the form.

Top Performers Get Superbowl Tickets – The Performance Management System at its Best!

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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!
 

Looking for a system to make Performance Management a strategic advantage?  BullseyeEvaluation offers a web based solution to help shift the culture of expectations for your company. 

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.

Top Four New Year’s Resolutions to Breathe Life into Performance Appraisal Systems

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Take a deep breath because it’s our favorite time of the year…. annual employee performance appraisals!  I think HR professionals would agree that unless you have implemented some innovative ways to connect with employees, this is not the time when HR is the most popular.  Unfortunately, this practice has negative connotations like, “it doesn’t mean anything”, “it’s a waste of time” and “HR made me do it”!  If these are common phrases that your leadership teams share, it is time to get your performance appraisal system off life support!

As HR leaders, we must believe in the performance evaluation value in order to connect this process to company success. If you haven’t made changes to your employee performance evaluation process in over three years, you are long overdue.  So how can HR get a new perspective to this critical, talent management process?

1.      Ask For Employee Feedback

Don’t be afraid to hear things that need to be fixed.  Much like product development, we must keep in touch with our consumers in order to continue the relationship.  Ask your leadership team and employees what they like and want for improvements.  Conduct a couple of focus groups and facilitate an open discussion of the perceptions and challenges.  Don’t defend the process, listen for areas of improvement.

 2.      Lead the Commitment to Talent Management vs. Appraisal Process

Performance Management initiatives must be incorporated into the overall “Talent Management” values of the organization.  HR can lead discussions with top management to replace the “old” perceptions with new language. Begin to describe your process with similar phrases like:

 “Evaluating our internal talent pool; Recognizing our “go to” players who get things done; Identifying employees who exhibit behaviors that support our company value; Know our employees who create company success through the daily execution of their accountabilities.” 

Imagine the anticipation managers would have to formally identifying their game changing employees.

 3.      Define Talent Management as a Competitive Advantage

Companies have prioritized their hiring and on-boarding processes.  They are very proud of the candidate and new hire experience.  It is time to continue those best practices to include the entire career cycle of an employee.  After the orientation process is complete, companies are at the mercy of the employee experience to determine if the resources dedicated to new hires are invested well or are the employees disengaged and preparing to walk out the door to a competitor?  What gives talent management strategies a competitive edge?  Personal development plans, Career development plans, succession planning and rotation programs.  These valuable approaches to talent management give talented employees exposure to multiple areas of the company.

 4.      Evaluate the Take-Aways from the Past Two Years of Performance Evaluations

How has your company used the performance appraisal system feedback to develop your employees?  Do you know who your top performers are and do they have a plan with their managers to take on more challenging projects?  Do you know which supervisors develop the most productive and successful employees? Last of all, do you sit down with your leadership team to evaluate how the organizational talent is performing and contributing to the success of the organization?  Are you rewarding the employees who demonstrate the behavior that drives the success of your company?

Performance appraisals host a wealth of information about the status of company employees.  Overall employee performance, strengths and development areas help the organization to know if employees are ready to take the company to the next level.  HR must be free up from primarily being a “Transactional” department to a “Strategic” leader.  Once HR processes are completed, it’s not over until you have identified training, resources and development plans to keep your internal talent.

Make the commitment for 2012 to be different.  Strike a couple of traditional HR program descriptions and use some innovative approaches to identify, develop and keep your best talent.

Performance management includes the ability to quickly identify key individuals in an organization to understand your bench strength.  Business initiatives change daily and you must know who can execute, reliably, based upon their past performance.

Looking for a system to make Performance Management a strategic advantage?  BullseyeEvaluation offers a web based solution to help shift the culture of expectations for your company. 

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.

What Are Your Employees Doing, or Not? – An Engagement Infographic Really is Worth a Thousand Words

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Our last post tied together how Employee Engagement is impacted by an effective performance management process. I ended with the question, “How do you engage your employees”? As I continue to do research on best practices for creating ideal performance management cultures, I couldn’t help but share this wonderful InfoGraphic  from the National Business Research Institute, Inc. (NBRI) located in Dallas, Texas.

The power of visuals can underscore the importance of Employee Engagement and this InfoGraphic, http://ow.ly/85pep displays just that. NBRI highlights a couple of key areas that all company leadership needs to understand about their employees:

1. Only 1 in 3 employees are engaged at work. Does your organization have a structured way to measure the contribution of employees and provide valuable performance feedback?

2. The #1 reason employees leave a company is the lack of career advancement. How does your organization document career plans and identify employee resources for skill development?

3. How do un-engaged employees spend their time? As your leadership team walks through the company building and participates in conference calls with employees, do they notice how many employees are giving 100%?

Employee engagement is an indication of “how “an employee approaches their work every day. Their individual mission can be ignited by the consistent communication with the supervisors, both formal and informal, to discuss how they are performing towards the goals and how to address any shortcomings.

Responsibilities for engagement are at all levels: Top Management, Supervisors and Employees. Everyone must have a sense of ownership to make certain the process to address questions and concerns is utilized. More importantly, a clear communication of the company goals, tasks and accomplishments provide the energy needed for the employee engine at work well each day.

Need a great idea for your next supervisor meeting? Bring this InfoGraphic on Employee Engagement and begin the important dialogue on spending quality coaching time with employees. Imagine how meaningful the employee performance management process would be if each manager began their discussions with a review of this InfoGraphic http://ow.ly/85pep. It’s all a matter of perspective for us to understand why providing feedback makes such a difference to the engagement level of employees.

Can Employee Engagement really make a difference in the quality of your performance discussions? Leave a comment and let us know what you think.

Does it make a difference to you?

Looking for a system to make Performance Management a strategic advantage?  BullseyeEvaulation offers a web based solution to help shift the culture of expectations for your company.


At Bullseye Performance Management Systems, we believe HR Professionals are operational and strategic partners when managing an organization.


Visit our website at www.bepms.com and let us show you how to focus on the employee and not just the form.

Performance Management – “What’s Engagement Got To Do With It?”

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If you haven’t heard the two words, “Employee Engagement” lately, you have got to get out more.  As managers and HR professionals, we need to understand how our traditional systems can reflect one of the top management concerns today, Keeping and Engaging Talented Employees.  Check the multitude of workplace surveys today and analyze the results as it compares a non-engaged to an engaged workforce.  Simply put, engaged employees know how to make a difference every day they come to work.

So what does being engaged have to do with Performance Management……Talent Management?  Everything.  The pendulum is swinging towards meaningful conversations characterized by coaching and mentoring employees.  When employees leave their performance evaluation with their manager, there are three ways to tell that “engagement” was a priority of the overall conversation.

  1. The employee understands how their contribution fits in the big picture and how they add value.
    When a manager takes the time to give genuine feedback about employee performance, what they did well and how they can improve, it paints a visual goal of company connection.  Silo management is not an option.  Employees must know they are connected to each and every department, that each email they send or customer call they answer makes a difference in the boardroom.  No insignificant efforts.
  2. Successfully completed development goals discussed with the employee are rewarded.
    If the previous conversation requested ways for the employee to gain additional skills and they had those experiences, new feedback and constructive comments, to get better, will be well received.  Employees will know that their personal investment in their skills and knowledge will allow them to be placed on special project teams or assume interim positions of leadership as a reward for completing their developmental goals.  They have confidence that management has kept their word.  Trust is invaluable.
  3. The employee seems truly vested in company success by assuming personal ownership.
    Most employees want to do a good job and are willing to live up to the expectations managers set for them.  When employees take their roles seriously and demonstrate their drive to “Exceed Expectations”, you have a key player that will drive your company in the right direction. Employees want clarity so they can take smart risks to execute their jobs successfully.  More than my career, it’s my organization.

Think about your interactions with your employees.  Do they want to keep pushing towards company goals or get away as soon as they can?  The leadership team makes the difference in shaping the culture.  Are you reinforcing, during your coaching sessions throughout the year, that your employees matter?  Do you look for ways to delegate responsibility to employees who expressed, during their performance evaluation, the desire to grow and move up in the company?  Most importantly, are YOU having that experience with your manager?  Many times we duplicate what we experience.

As you complete your performance evaluations of your team, think about what you are reinforcing.  Remain on the effective end of “Engagement”.  Don’t sugar coat feedback, that doesn’t help.  Be meaningful, be respectful and be sincere.

After all, engaged employees are much easier to manage and that makes a happily engaged, You!

Do you have some tips on how you Engage Your Employees? – share some thoughts with our readers.

Looking for a system to make Performance Management a strategic advantage?  Bullseye Evaluation offers a web based solution to help shift the culture of expectations for your company. 

At Bullseye Performance Management Systems, we believe HR Professionals are operational and strategic partners when managing an organization. 

Visit our website at www.bepms.com and let us show you how to focus on the employee and not just the form.