The traditional annual performance review is frozen in time. Employees dread it, and employers feel the same way. Its problems are structural and serious. Can it be saved? There is hope! Crowdsourcing is a terrific way to revitalize the stale performance review and make it relevant to your talent management and culture. In this webinar, Jennifer Sartor and Darcy Jacobsen from Globoforce will discuss how to debunk the myths surrounding the traditional review, and build a smarter performance management system that: Uses social recognition to inject new life into the troubled traditional performance review. Offers managers new insight into performance, based on crowdsourced data. Provides a vision for 2020 that realigns performance management with top-level business objectives. Join us as we explore this fascinating topic.

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2. COMING
SOON
Available Spring/Summer 2013
from McGraw Hill
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3. FLAWS IN THE TRADITIONAL
PERFORMANCE REVIEW
THE IMPACT OF
CROWDSOURCING
HOW SOCIAL RECOGNITION
TRANSFORMS HR
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4. About Globoforce
ABOUT GLOBOFORCE
100% 100+ 1.5M
Globoforce is the leader in social PURE ACTIVE
recognition. SOFTWARE AS COUNTRIES EMPLOYEE
A SERVICE USERS
Our clients get results—dramatic
improvements in employee
engagement, employee retention
and measurable adoption of
corporate culture. 25M+ 1-3 10+%
INCREASES IN
MONTHS TO
REWARD FULL EMPLOYEE
OPTIONS ADOPTION ENGAGEMENT

5. A PROCESS FROZEN
IN TIME
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6. INFREQUENT
FEEDBACK

7. A SINGLE POINT OF
FAILURE
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8. TEMPLATES &
TOOLS
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9. “Employees rely on constant
feedback from
managers to raise
MYTH performance.”
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10. 62% of employees
say they don't get enough of
coaching or feedback
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11. POLL QUESTION: A. Completely
B. Mostly
How much do employees
trust the effectiveness of C. Barely
performance reviews?
D. Not at all
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12. “Our employees trust
the system because it’s
objective and the
MYTH same for everyone.”
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13. REVIEW OF THE ANNUAL PERFORMANCE REVIEW
REUTERS:
4 OUT OF 5 U.S. WORKERS ARE
DISSATISFIED WITH THEIR
JOB PERFORMANCE REVIEWS
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14. PERFORMANCE REVIEWS: THE OBJECT OF SCORN
@EmmaRWallace:
Ahh, performance @katiemuehe:
@nicereminders: review, you're killing Ooooh! A surprise
Feeling completely me here! performance review
dejected and at work on a Friday
destroyed after the @MeredithSoleau: afternoon?!
performance There's no reason to Soundsgre-- no, it
review I received keep bringing up the @luna624: sounds awful,
from the central negative. I am 100% I don't wanna do actually.
office. #killmenow anti-performance my performance #PleasePassTheWine
review. No one likes review self
them. Not even HR. evaluation. Do. Not.
#THRAC Want.
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15. “The traditional performance
review renders an accurate
description of the quality of
MYTH the workforce.”
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16. REALITY “Do you think the annual performance reviews
are an accurate appraisal for employees’ work?”
No
45% Yes
55%
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17. HR Probably Hates
Review Time Too
By Eve Tahmincioglu
It’s no secret that many employees dread performance reviews. What
is surprising, however, is that the very people who help promote them
in companies dislike them too.
Nearly half of human resources managers don’t think annual
performance reviews are accurate appraisals of employee
performance, according to a recently released survey by the Society
of Human Resource Management and Globoforce, an employee
recognition company.
http://lifeinc.today.msnbc.msn.com/_news/2012/04/19/11268867-hr-probably-
hates-review-time-too?lite
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18. 30% of performance reviews
ended up in decreased employee performance
Psychologists A. Kluger and A. Denisi report
completion of a meta-analysis of 607 studies of
performance evaluations
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19. FLAWS IN THE TRADITIONAL
PERFORMANCE REVIEW
THE IMPACT OF
CROWDSOURCING
HOW SOCIAL RECOGNITION
TRANSFORMS HR
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20. EVERY DAY IMPACT OF CROWDSOURCED REVIEWS

21. POLL QUESTION:  A. It’s the first thing I look for
 B. I trust them a lot
How much do ratings
influence your online  C. It’s one of several factors
shopping buying habits?
 D. I don’t trust online reviews
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22. WISDOM OF THE CROWDS & HR
Wisdom of the Crowds
Big data, in the form of social
recognition.
What WE think.
Manager’s Opinion
Traditional performance review.
What OUR MANAGER thinks.
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23. RESULTS:
88% Increase In
Recognition Satisfaction
14,500 Crewmembers
throughout the Americas
“ I think there are limitless things
you can do when you start looking at
what the wisdom of the crowds
can tell you.
Joanna Geraghty
Executive VP and Chief People Officer

24. 16% INCREASE IN ENGAGEMENT
ONE SYMANTEC CULTURE
$6.2B global software company.
“
20,500 employees in 50 countries
Our Applause recognition program with
Globoforce is fundamentally changing the
THE CHALLENGE: way we're doing business at Symantec. This
is the singular program that gets the most
 Series of acquisitions doubled the company positive play from employees.
size, creating “culture of cultures”
 Indentify top influencers across the company
 Boost engagement to drive employee loyalty
Tom Aurelio
Vice President of Global HR
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25. FLAWS IN THE TRADITIONAL
PERFORMANCE REVIEW
THE IMPACT OF
CROWDSOURCING
HOW SOCIAL RECOGNITION
TRANSFORMS HR
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26. “Recognition is only
for going above and
beyond the job.”
MYTH
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27. RECOGNITION EXPANDS
THE WINNERS’ CIRCLE
12%
Companies with most
Employee Nominations
10%
improved employee 8%
engagement scores have 6%
recognition programs with 4%
weekly nominations touching 2%
5-8% of employees
0%
1 15 29 43 57 71 85 99 113 127 141 155
Weeks
Number of nominations as a % of headcount over weeks since launch.
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28. A NEW
MULTI-PERSON
REVIEW

29. TRUE
INFLUENCERS
CAN BE FOUND
INSTANTLY

30. QUESTIONS?
WWW.GLOBOFORCE.COM
WWW.GLOBOFORCE.COM/GFBLOG
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