There is a lot to be aware of when it comes to bonuses. From who receives them to who signs the check, it’s important to establish a standard process that clearly outlines each and every step along the way. Small HR teams have a lot on their plate already, so bonus season can seem even more time consuming and chaotic. To help, we’ve compiled four essential elements to consider when setting up a bonus system.
In this three-part blog series, Namely’s VP of Product, Brian Crofts, and Namely’s HR Advisor, Sneh Kadakia, are stepping back to look at both sides of the performance management spectrum. By uniting product expertise and HR experience, we hope to offer guidance for those tasked with driving a successful performance management strategy.
What is it that draws Omer Aziz to data analytics? Exponential growth. And at the moment, Aziz has his fair share of growth to keep up with as SVP of Human Resources at Sysomos.
Aza Steel is all about hearing his employees’ great ideas—and as CEO of GoGuardian, he makes sure they don’t get lost in the shuffle. “We’ve continued to bring on incredible people who I’m really excited to keep building stuff with,” he told Namely.
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One of my favorite things about joining Namely has been the opportunity to use my natural strengths in communication, providing input, and learning. Traditional management theory teaches us that we should focus on an employee’s weaknesses and make them stronger. While that is important for overall job performance and task orientation, it’s simply not an effective way to motivate employees in the long run.
Samuel A. Culbert is the most recent management expert to reignite a long-standing human resources debate, one as old as HR itself. The professor at the Anderson School of Management at the University of California at Los Angeles recently published his article “Get rid of the performance review” in the Chicago Tribune.
NEW YORK, May 1, 2013—Namely, the cloud-based people management platform, today introduces goal-based performance reviews. This solution enables companies to align individual performance goals with company goals and improve business performance. Managers can link goals to performance reviews and set weightings for each goal with custom, easy to use templates. Goal setting is now a standard feature in Namely’s comprehensive people management platform. “It is essential for today’s enterprise to manage performance through employee goal setting,” said Matt Straz, CEO and founder of Namely. "With Namely, managers can make smart, data driven decisions to retain top performers.”
NEW YORK, February 26, 2012—Namely, the cloud-based people management platform, has released a white paper on the five major forces that are impacting the performance review process. These forces are being driven by technology and Millennials, the massive generation born after 1980 that will comprise 50% of the US workforce by 2020. The five forces are: