Listen to Business Execution Radio Episode 72:

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J.C. Herrera, VP of Compensation, Benefits and HRIS at McAfee describes how his organization uses quarterly goal reviews to drive a highly focused, pay for performance drive culture. J.C. emphasizes that there should not be any “surprises” during an employee’s performance review, and discusses what McAfee does to ensure employees always know where they stand when it comes to business execution.

Ever wonder what it takes to be a true pay for performance organization? Listen to stories from a company that lives it every quarter – this week on Business Execution Radio.

Listen to People Performance Radio Episode 67:

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Laura Pratt, Manager of People for Elevations Credit Union shares experiences creating and deploying an integrated set of competency models to align different talent management practices across the company. She tells how what started out as a project focused primarily on integrating staffing, performance management, and succession planning has led to major changes in how employees see their careers and how managers make decisions about talent. By using competences to more accurately defining and measuring what “good” performance looks like, Elevations Credit Union is seeing significant improvements in engagement, development, and placement of organizational talent.

Learn about the challenges and benefits associated with creating a competency based organization. Listen to Laura Pratt, this week on People Performance Radio.

Listen to People Performance Radio Episode 65:

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Patrick Casseday, Manager of Training & Development for Schneider Electric describes how they leveraged 360 surveys to increase sales performance among independent distributors. Schneider Electric was faced with the challenge of relying on the sales performance of individuals who are not formally part of the company. To address this challenge they created a set of tools that allowed distributors to assess and develop the capabilities of individual sales people. Although the solution initially met resistance, the clear impact it has on the bottom line led several distribution companies to now make its use mandatory.

Gain insight into how to improve the performance of the people who sell your products, even if you do not formally manage them – this week on People Performance Radio.

Listen to People Performance Radio Episode 64:

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Kevin Wheeler, Chairman of the Future of Talent Institute provides an overview of demographic, technological, and cultural shifts impacting workforce productivity and performance. Drawing on extensive experience working with companies around the globe, Kevin discusses how companies are adapting to a workforce that is becoming more creative, autonomous, and heterogeneous.

What is the key to building and sustaining a highly adaptive, creative organization? What role does peer-pressure play in organizational productivity? What can leaders learn from honey bees about structuring an organization? Hear answers to these questions and much more by listening to Kevin Wheeler - this week on People Performance Radio.

Listen to People Performance Radio Episode 61:

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Robert (Bob) Lewis, Director of APT Inc. discusses the role job descriptions play for guiding employee performance and ensuring effective and legally compliant staffing and compensation practices. As jobs increasingly focus on intangible concepts like “service” and “knowledge work”, it can be difficult to capture and define specific job requirements. This ambiguity creates confusion and legal risk within companies. But there are ways to address this through appropriate job analytics methods.

Job descriptions can be a critical tool for ensuring employees are doing what is expected of them and are being treated appropriately. If knowing what your workforce is supposed to be doing is important to you, then you will enjoy hearing Dr. Bob Lewis – this week no People Performance Radio.

Listen to People Performance Radio Episode 57:

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Thomas Britt, psychology professor at Clemson University shares insights from research studying potential limitations and downsides of employee engagement. Thomas explains that highly engaged employees tend to have much more demanding expectations from employers in terms of the resources they expect from employers. The more employees care about performance the less they tolerate work conditions that do not allow them to perform at an optimal level. Highly engaged employees even become physically more stressed when companies set them up for what they perceive to be failure.

Documents referenced in this episode:

• Self-Engagement, Stressors, and Health: A Longitudinal Study
• Self-Engagement at Work

Learn about the caring, nurturing and feeding of highly engaged employees: this week on People Performance Radio.

Listen to People Performance Radio Episode 55:

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Nigel Bristow, President and Founder of Targeted Learning shares insights gained from his 20+ year career helping companies maximize the performance of knowledge workers. Nigel shares five key stages of knowledge work: acquiring, applying, creating, sharing, and leveraging knowledge. He discusses the role each stage plays in workforce productivity and the challenges and unique issues associated with moving from one stage to another.

Whether you are a knowledge worker, manage knowledge workers, or just wish you had more knowledge, you will benefit from Nigel’s insights on knowledge work: this week on People Performance Radio.

Listen to People Performance Radio Episode 52:

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This episode marks one year of People Performance Radio.

During this episode I encourage you to look in our archives and listen to some past shows. We avoid reruns here at People Performance Radio, but we do have a lot of interviews that are worth hearing more than once! Reflections on one year of talent management knowledge and insight: this week on People Performance Radio.

Listen to People Performance Radio Episode 51:

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Jim Matheson, Director of Web Operations for SuccessFactors discusses EasyReviews, a new and FREE online tool to help managers conduct performance evaluations. Available at EasyReviews, this tool contains some of SuccessFactors most popular performance management features including the competency library, performance rating tool, and online writing and coaching assistant.

Jim explains why SuccessFactors decided to give this tool away for free. He discusses why SuccessFactors believes there is value in helping managers maximize the performance of their teams without requiring there organization to purchase the SuccessFactors system. Its free, its cool, and its all about talent management – Jim Matheson this week on People Performance Radio.

Listen to People Performance Radio Episode 50:

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Jim Irvine, Manager of Talent Management for Nissan North America describes how Nissan is increasing workforce productivity during what is probably the largest downturn in the history of the automotive industry. Operating under extreme financial pressure, Nissan has developed highly innovative methods to build talent through engaging employees at both a rational and emotional level. By rethinking what performance management should be, Nissan has increased productivity without increasing talent management costs. Highlights include moving from a once a year performance management event to an integrated series of 6 separate performance dialogues, providing managers with feedback on the quality of their feedback, and engaging managers to view performance management as an enabling process and not an administrative constraint.

Want to shift your talent management methods into overdrive? Listen to Jim Irvine from Nissan North America this week on People Performance Radio.