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John Courtney

John runs Demand Generation at PerformYard. He loves process and [adj] [verb] [modifier].

Email: jcourtney@performyard.com

Author's Posts

Amazing Examples of Employee Recognition from HR Leaders

by John Courtney on May 2, 2018

Employee rewards and recognition is a $45 billion dollar industry. And with companies like Google shelling out millions on employee awards and trips to Hawaii, even window shopping down recognition lane can be a stressful experience.

But great employee recognition doesn't have to include an expensive overhaul of your entire culture. And there's no need to wait until the "right time" to get started. These ten real-life stories and examples from actual managers, executives, and brilliant HR thinkers will show you just how simple and straightforward employee recognition can be.

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How much is bad performance management costing you?

by John Courtney on April 26, 2018

Are you managing your employees with the same level of care you afford your business balance sheet?

In Google's first letter to investors, the founding team explained that, “it is easy to be penny wise and pound foolish with respect to benefits that can save employees considerable time and improve their health and productivity.”

But people are much trickier to manage than any number in a spreadsheet. If your performance management system is suffering from a lack of efficiency, you could be letting time, money and talent slip through the cracks.

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Stop Chasing HR Trends, Do This Instead

by John Courtney on April 17, 2018

Amy is an HR manager at a firm that isn’t tanking but isn’t exactly succeeding with flying colors either.

The company’s performance management system was outdated when Amy became head of HR four years ago. Since then, Amy has updated the system twice and swapped it out entirely three times. And for the time, money and energy it takes to get a new system up and running, it hardly seems worth it.

Amy’s problem might not sound unfamiliar. In fact, a large survey of organizations from Deloitte found that 89% of respondents either recently changed their performance management system or planned to in 18 months. Only 10% of the firms surveyed thought that their performance management system was "excellent" and succeeded in driving employee engagement and high performance.

Clearly, a change is in order. But is testing yet another performance trend really the answer?

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How can performance reviews support diversity and inclusion?

by John Courtney on April 12, 2018

Ask any HR expert and they'll tell you the performance review process has two main goals — employee accountability and employee development. But that's not the whole story. A truly great performance review strategy will also drive inclusion.

Inclusion and performance go hand in hand. In fact, experts like Bernadette Dillon, Inclusion Specialist and Director at Deloitte, report that companies with an inclusive culture are “twice as likely to meet or exceed financial targets” and eight times more likely “to achieve better business outcomes.”

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Should Employees Score Their Managers? (Googlers Do)

by John Courtney on March 22, 2018

The idea of upward feedback, or employees giving managers feedback, is on an upward trend. And how do we know it's an upward trend? Because Google's doing it.

Google releases a 15-question/statement, mostly quantitative survey asking employees to rate their bosses. They base their questions on the eight factors they’ve seen consistently in their mostly highly effective managers — things like being a good coach, taking a personal interest, and being a good communicator and listener.

That might sound fitting for a company whose slogan is "Don't be evil", but does it make sense for everyone?

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5 Personalities in Every Team (and How to Coach Them)

by John Courtney on March 14, 2018

If you’ve ever received career counseling, you’re no stranger to the many personality tests out there. At this point, it feels harder to avoid the Myers-Briggs than to take it.

And actually, that makes sense. Humans naturally want to build patterns out of the information we take in, in order to make faster, easier decisions about how to adapt and thrive in our environments.

If you're looking for ways to help your people adapt and thrive in your shared work environment, it can definitely help to know a few things about who they are and how they tick.

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