Posts

Average Joe and Plain Jane Are Your Most Important Resources

Deloitte’s research paper, published last spring, reveals some staggering numbers: only 8 percent of U.S. companies are satisfied with their performance management process. At the same time, performance management takes too much time in 58 percent of the companies. The figures go hand in hand with the survey results we published in December: there’s something profoundly wrong in the way performance is being managed.

Performance Management Survey Reveals the Pain Points of Finnish Management Practices

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Cloudriven conducted a survey, which concentrated on topics that are important in combining the ability to meet operational efficiency with creativity requirements. Survey was composed from the point of view of organization’s performance management process. The invitation to the survey was sent out to 1330 HR professionals in Finland and 113 responses were collected representing 8.7 % of all invited.

It’s About Time to End the Stone Age of Management

Do you have to fill in performance appraisals once or twice a year in your workplace? Does this form filling process feel meaningful to you? Do the forms have any connection to your daily work? According to research, man is happiest when he collaborates with other people and pursues meaningful goals. The best way to encourage him for better performance is to give him positive feedback on his actions often enough.

Slush 2014 in Retrospect

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Slush 2014 is over and little by little our lives are returning to normal. This was Cloudriven’s first year in Slush: we learned a lot and we will definitely be back next year. Our team had loads of good meetings with potential investors, who really liked our approach to performance management.

Cloudriven Challenges Management Conceptions in Slush – “Forget the Stick. There’s a New Carrot in Town”

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Most of the Finnish companies are managing performance from the past instead of looking into the future, claims Cloudriven’s CEO Jukka Koskenkanto. He says that companies should react to changes faster and invest more in employee engagement and motivation. Meaningful work and agility are not the sole privilege of growth companies.