Derek Irvine

The VP of Client Strategy and Consulting at Globoforce (www.globoforce.com), Derek Irvine is one of the world’s foremost experts on employee recognition and engagement, helping business leaders set a higher vision and ambition for their organizations. As a renowned speaker and co-author of Winning with a Culture of Recognition, he teaches companies how to use recognition to proactively manage company culture. Contact him at irvine@globoforce.com.

Articles by Derek Irvine

HR Insights

What’s Your Word for “Happiness at Work?”

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If I asked you to describe your attitude towards your work in one word, what would it be?

Setting aside for a moment your feelings for work, the English language admittedly makes this difficult.

German, for example, is a fascinating language in that new or changing concepts can be described by stringing words together to create a new one (e.g., freundschaftsbezeigungenwhich means “demonstrations of friendship”). Read more…

Compensation, Talent Management

Stacked Ranking: A Pay For Performance Model You Need to Avoid

Performance Great Best

Ann Bares recently wrote a predictive article here on TLNT about the potential end of merit pay (How Will We Pay With Open Salaries and No Performance Reviews?).

In her post, Ann argues that because “open salaries” and “blowing up performance appraisals” are becoming more popular, merit pay cannot be long for the world. She ends by asking:

What will we do instead? Strictly market-based wages with “hot skill” premiums as appropriate? More emphasis on variable pay plans designed to reward specific, pre-determined individual or group metrics? Will recognition and non-cash rewards step into the void to provide the necessary differentiation for key talent?” Read more…

HR Insights

How Good Are You, and How Much Good Is Your Company Doing?

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When you hear the word “good,” what do you think of? How do you define it?

The natural inclination is to describe “good” as the opposite of “bad,” but independent policy advisor Simon Anholt has another definition – “good” as the opposite of “selfish.” And that’s the definition he uses in his new Good Country Index.

Watch this brilliant TedX video given by Mr. Anholt for more details. It’s well worth your time. Read more…

Talent Management

Facebook’s Study Shows Why the Emotional Intent of Words Matter

Facebook Logo

All over the news this week is Facebook’s stealthy psychological experiment on users.

If you’ve missed the news, here’s the quick summary: Researchers from Facebook, Cornell University and the University of California “altered” the algorithm that determines what is seen in the news feed.

This change went into effect for nearly 700,000 users, divided into two groups. One group saw posts with words more commonly associated with positive emotions (“love, nice, sweet”) while the other group saw posts with more negative words (“hurt, ugly, nasty”).

Setting aside the moral question of submitting people to a psychological test they’re unaware of, the results are quite interesting. Read more…

Talent Management

A Little More Advice For How to Re-Engage the Fatigued Employee

Businesswoman pain

Last week, I shared here a summary of my SHRM 2014 annual conference presentation in Orlando – How to Transform Employee Fatigue into Employee Engagement – and also shared it on my LinkedIn profile blog.

That posting received several comments, which I appreciate greatly. A few of these comments in particular raised additional points that add tremendous value to my original post.

Defining and communicating the “WHY”

To engage more fully, employees need to know the deeper meaning and value of the work they do every day. Mike Denison | FIC | Executive Coach made this additional point: Read more…

Talent Management

The 5 Kinds of Fatigued Employees – and How to Help Re-engage Them

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I had the opportunity to present at SHRM in Orlando this week.

I was gratified to have a full session at the 7 am early-bird spot on Tuesday. I think the title of my session – How to Transform Employee Fatigue into Employee Engagement – may have resonated with SHRM attendees.

As I was able to discuss later at SHRM with John Hollon, editor of TLNT, employee recognition data has become a powerful tool to better understand our employees’ state of mind and ways in which we can influence them more effectively. Read more…

Classic TLNT

What Exit Interviews Reveal About Why Employees Leave

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Editor’s Note: Sometimes readers ask about past TLNT articles. That’s why we republish a Classic TLNT post every Friday.

David Witt, writing in the Blanchard LeaderChat blog, recently highlighted the top 10 reasons why employees quit — from the employees’ perspective.

And, this is very different from the employer perspective in which “9 out of 10 will tell you it’s about the money.”

From a PwC study of 19,000+ employees who completed exit interviews with PwC clients, the results are clear: Read more…

Rewards & Recognition, Talent Management

Want Feedback to Really Work? Start Giving It a Lot More Frequently

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Last year, Globoforce CEO Eric Mosley launched his book Crowdsourced Performance Review. The primary thrust of the book is the annual performance review is broken, but it does serve a valuable purpose.

The opportunity lies in fixing the broken elements, which are largely centered around feedback coming from one person given on a very infrequent basis. The fix is adding informal frequent, timely, detailed positive recognition feedback from peers, colleagues and managers – “the crowd” – to the formal, annual performance appraisal process.

Because of this approach, I’m often asked, “So, do you collect constructive feedback as part of the employee recognition program, too?” Read more…

Rewards & Recognition

Lessons From the Subway: Shaking Up Work Routines With Recognition

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How much of your job has become routine? You know the value of doing it, but it’s almost fallen into habit. But you can’t stop doing it either; it’s part of your job.

If this routine element of your job cannot eliminated or revised for legitimate reasons, what could shake up that routine? What could help reinvigorate you in the process?

Why am I asking all of these questions? Read more…

HR Technology, Talent Management

In the Age of Big Data, It’s Good Data That Makes the Business Sing

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Data, specifically good data, drives successful companies.

I call out the obvious with “good data” because a great deal of superfluous and even bad data floats around any company. As analysts often say, “correlation does not equal causation,” but correlation can reveal interesting insights if interpreted through the correct lens.

Discerning the good from the bad, however, is the real trick, especially in this era of big data. Read more…