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 Management, Talent Management

Timely Feedback Always Matters – Especially When It’s For the Good

feedback

Seth Godin is one of my favorite “short form” bloggers.

Generally, his posts offer pithy insight and advice in short, easily digested posts. Here’s a nugget from a recent such post:

The best way to change long-term behavior is with short-term feedback. The opposite is not true. We rarely change short-term behavior with long-term feedback… If you want to reward (or punish) short-term behavior, don’t do it down the road.” Read more…

Culture

How You REALLY Achieve a Powerful Company Culture

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Company culture is important. I think we can all agree on that.

But what is culture? And who determines it? I’d argue it isn’t what management or the executive suite suggest it is. No, company culture is what employees experience and feel every day.

In that spirit, today I point you to China Gorman’s Data Point Tuesday blog post It’s All about Trust: Honesty and Transparency.  Read more…

Culture, Talent Management

Hiring For Core Values Is a Good Start, But There’s More to It Than That

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This won’t be surprising to regular readers of this blog, but I am a firm believer in the importance of hiring people who personally reflect your organization’s core values.

Why? Because it makes it that much easier to embed your values into the way they work every day.

Of course, I’m not unique in my thinking. I’m sure many of you agree with the approach. Read more…

Culture, Talent Management

Finding Change Agents: It’s the Critical Part of Change Management

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Change. It’s inevitable. Chances are you’re in the middle of a change initiative of some kind in your organization at this very moment.

What’s your attitude towards change? Excitement? Concern? Avoidance? Trepidation?

All of those are valuable and I can guarantee all are felt to one degree or another by every person in your organization.

But change is necessary. We cannot always remain as we are and continue to grow, develop and mature. Read more…

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

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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…