Zugata Blog

Thoughts, trends, and research for designing
high-performance cultures

How Greenhouse Drives Engagement Through Performance Management

Posted by Melissa Suzuno on Jan 9, 2018 11:35:00 AM

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When your company is growing quickly, you’re often juggling multiple priorities (and perhaps putting out some fires along the way, too!). So it can be easy to let performance management fall by the wayside.

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Jive’s People-Centric Performance Management Overhaul

Posted by Melissa Suzuno on Jan 4, 2018 1:00:00 PM



Performance management doesn’t have to be complicated. Ultimately, it’s about motivating and engaging the people who work at your company. But it can be easy to lose sight of this. Just ask the team at Jive. After going through significant growth and change as a company (including an IPO and acquisition), they found that the calendar of annual reviews and rigid approach to compensation were no longer the best fit for the company’s values of openness and transparency.

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Topics: Performance Management

Building Your Own High-Performance Culture

Posted by Melissa Suzuno on Dec 22, 2017 1:00:00 PM

There’s no shortage of data that shows why traditional performance reviews are so unsatisfactory. In fact, not long ago on this very blog Zugata CEO SK drew upon the research and shared his thoughts on the shortcomings of many of the existing performance management systems.

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Topics: Performance Management

Create a Thriving Organization with Psychological Safety

Posted by Caroline Van Dyke on Dec 20, 2017 1:15:00 PM

At the end of the day, organizations are continuously asking themselves: How do we get our people to do their best work? It comes down to the culture you create. As University of North Carolina professor Barbara Fredrickson states, “We become more open-minded, resilient, motivated, and persistent when we feel safe.”

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Topics: Diversity & Inclusion

It's Time to Adopt a Collaborative Approach to Feedback

Posted by Cody Wright on Dec 14, 2017 2:15:00 PM

More companies are moving away from the traditional annual performance review toward an environment of continual feedback, growth, and development. You may have committed to providing regular feedback to peers and direct reports, but how do you share feedback that others will actually want to put to use, especially when your feedback is about an issue that needs to be improved?

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Topics: 360° Feedback

Beyond Feedback: Why Public Praise is So Powerful

Posted by SK on Dec 12, 2017 10:30:00 AM

At Zugata, our mission is to build a high-performing culture within our own company, as well as enabling other customers to do so with our product. One of the ways we are doing this is by embedding growth and learning into our company culture by allowing our employees to get immediate feedback and act upon it on an ongoing basis. Employees can get better understanding of the impact of their actions and behaviors, and where they should improve. But constructive feedback alone is not enough.

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Topics: Zugata News

Ask These 5 Questions to Get the Most Out of Your One-on-Ones

Posted by Melissa Suzuno on Dec 8, 2017 1:15:00 PM

Just like the eternal debate over the ideal office temperature and the comical technical difficulties you experience when holding virtual meetings (Brad’s been frozen for five minutes and Steve’s voice sounds like a robot… again!), the one-on-one meeting has become a staple of the modern working environment. Yet despite the frequency of these interactions, many managers struggle to conduct effective one-on-ones. How do you make sure that this meeting is actually beneficial to your direct report?

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Topics: Employee Development

4 Things We Learned by Interviewing High-Performing Companies

Posted by Caroline Van Dyke on Dec 5, 2017 7:45:50 PM

When you take a look at companies with high-performance cultures, what sets them apart? A mindset of growth, learning, and innovation. While building a process that promotes high-performance is different for every organization, there are a few key steps successful organizations take to ensure their employees reach their potential. First, they separate performance measurement from performance development. Additionally, they have a robust, simple framework that makes sure employees have the right resources and coaching they need to reach their goals. 

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Topics: Performance Management

5 Questions to Ask Employees Before Reinventing Your Performance Review Process

Posted by Julia Cox on Nov 29, 2017 4:56:33 PM

 

Finding a performance management solution that excites employees can be a challenge. As Deloitte pointed out in their 2017 Global Human Capital Trends, the way we work has dramatically changed, and performance management is playing catch up. More companies are realizing the importance of more frequent, less lengthy feedback, with 79% of executives rating performance management change as a high priority.

One way to ensure your company transitions to the right process is to engage the people who will have to adopt the new process–your employees. Designing with an employee-centric mindset means a higher likelihood of engagement and adoption. But, how do you get to the root of what will work best?

These questions, created by Amy Dobler in her time at Jive Software, are designed to help you narrow down criteria you need from a solution based on employees’ input and feedback. They are part of a research framework that Amy and her team designed to help them rebuild Jive's performance management process to be employee-centric.  

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Topics: Performance Management

Rethinking Performance Development: An Employee-Owned Approach

Posted by Caroline Van Dyke on Nov 28, 2017 2:15:00 PM

Keeping up with today’s rapid speed of business has been no easy feat for organizations. This changing paradigm has required them to adapt in a way never seen before—calling into question stale processes and lagging systems that no longer match the pace of change. This holds especially true for a company’s key resource, its people, and the skills they leverage over the course of their careers. Unlike in previous eras, employees’ skills and competencies can no longer afford to remain static. Instead, they must constantly respond and grow in accordance with the shifting landscape.

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Topics: Employee Development