LightWork Global

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Employees are more than ever considering what promotions involve beyond a pay rise - they're considering purpose, work/l...
17/06/2022

Employees are more than ever considering what promotions involve beyond a pay rise - they're considering purpose, work/life balance, responsibilities, freedoms and possibilities. These are all aspects of life that cannot be quantified.

That's why we enjoy showing our clients Workday's badge system, which may sometimes better communicate a sense of purpose than numbers and statistics. It is important to continuously provide this recognition to allow employees to feel valued in alternative ways than just salary increases.

Why partner with a Workday expert for your release management?We think about Workday releases months in advance, and com...
03/09/2021

Why partner with a Workday expert for your release management?

We think about Workday releases months in advance, and communicate directly with our Clients so we’re adopting new features into your organisation’s setup as soon as they release.

Workday experts have spent years managing new releases, and will often have tried-and-tested formulas and blueprints — like our Amplify accelerator — to make rollouts more efficient, profitable, and undisruptive.

Workday experts will think about the new features and how they will improve your business from cost, process efficiency. You don't want to end likely in the 'desert' not adopting and benefiting from the valuable features that Workday release twice a year.

Many Workday experts will operate with a forward-thinking startup mentality, and that outside perspective can help reveal unnoticed inefficiencies with your Workday implementation — and the solutions to address them!

The ‘honeymoon period’ after a business first implements Workday can be thrilling, but without continued support and agi...
13/08/2021

The ‘honeymoon period’ after a business first implements Workday can be thrilling, but without continued support and agile adaptations, you can be left in the desert. We’re offering free one-hour discovery sessions to make sure that doesn’t happen to you: https://lightwork.global/workday-discovery/

The third accelerator of our 3A Blueprint: Analytics.We use our basecamp-to-summit model to unlock the ability to adapt ...
05/08/2021

The third accelerator of our 3A Blueprint: Analytics.

We use our basecamp-to-summit model to unlock the ability to adapt and react more intelligently, confidently, and faster than any of your competitors, unleashing a mountain of valuable business data. Insights from very angle.

Book a chat with us to find out more: https://lightwork.global/solutions/

02/08/2021

We’re now in August. That means September — one of the two months each year when Workday release new features — is next month! Over the next couple of weeks I’ll be sharing some thoughts on how to best approach these exciting twice-a-year roll-outs 💡

The first accelerator of our 3A Blueprint: Amplify. Quick-start fundamentals and ongoing fine-tuning for revived, optimi...
22/07/2021

The first accelerator of our 3A Blueprint: Amplify. Quick-start fundamentals and ongoing fine-tuning for revived, optimised performance, delivered through our ‘SAHARA’ model.

Book a chat with us on Calendly to learn more: https://calendly.com/lightwork-global

Our renowned 3A Blueprint is the ultimate roadmap for revolutionising your Workday implementation. It’s the catalyst for...
20/07/2021

Our renowned 3A Blueprint is the ultimate roadmap for revolutionising your Workday implementation. It’s the catalyst for meaningful HR changes and profitable digital transformations.

See our three accelerators at 👉 https://lightwork.global/solutions/

A big part of continuous performance management is, of course, realigning and training. But so is praising and rewarding...
08/07/2021

A big part of continuous performance management is, of course, realigning and training. But so is praising and rewarding employees! It’s why we love introducing our clients to Workday’s badge system, which can sometimes represent a sense of purpose better than figures and charts.

More than ever, employees are questioning what promotions mean beyond just the pay rise — they’re thinking about purpose, work/life balance, responsibilities, freedoms, opportunities. These are all parts of life that, once again, can’t be whittled down to numbers.

Workday has a powerful tool called ‘Anytime Feedback’, which is perhaps best implemented with these three steps:1) Ident...
05/07/2021

Workday has a powerful tool called ‘Anytime Feedback’, which is perhaps best implemented with these three steps:

1) Identify uncertainties and continuous concerns
2) Understand what feedback is needed to solve an issue
3) Configure Workday to enable that feedback

Increased regularity of performance ‘reviews’ and stronger Anytime Feedback are more vital than ever at a time when remote work, hybrid teams, asynchronous employees, etc. are becoming the norm at an accelerated rate. Annual reviews won’t support this rate of change.

25/06/2021

As with many use cases, Workday often gets the bad rap for how performance reviews are managed — it’s why we built our ‘3A Model’; to guide businesses in getting the most out of their Workday investment.

Performance reviews are fairly irregular, though, right? Why talk about them on such a regular basis? Because they should be more regular! Performance management is much more effective when reviews are smaller, calmer waves, rather than looming once-per-year tidal waves!

Workday’s tools for performance management are incredible. But powerful tools can be challenging to wield. That’s where ...
22/06/2021

Workday’s tools for performance management are incredible. But powerful tools can be challenging to wield. That’s where we come in (we’re ‘LightWork’ by name, and we make ‘light work’ by nature).

First up: making performance reviews more regular. It really is a calm seas vs. tidal wave comparison. The best performance management is built on conversations HR departments and leaders have with employees throughout the year. Simply making reviews more regular puts you way ahead of companies who keep them annual.

When you start making ‘reviews’ more regular, ‘review’ doesn’t even seem like the right word. It’s too heavy. When you make performance management a continuous ‘layer’ of your business, you’re empowering employees to freely share their thoughts, concerns, and senses of purpose.

Reframing annual reviews as a ‘summary’ of continuous conversations makes them feel like less of a burdensome shadow on the horizon and more of a ‘wow, look how far we’ve come’ moment. It’s just more natural when it’s not being chased three days before the feedback loop closes.

Here’s a concerning number: on average, only 14% of employees agree that their annual performance reviews inspire them t...
17/06/2021

Here’s a concerning number: on average, only 14% of employees agree that their annual performance reviews inspire them to grow and improve.

To put that in timely perspective: 14% isn’t even halfway to the minimum efficacy requirement for the FDA to approve pharmaceuticals.

Here’s another concerning number: according to a study by Workday, 60% of midsize companies worry they’re falling behind their peers and competitors when it comes to leading impactful performance reviews.

It’s never a bad time to reconsider your approach to annual reviews.

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4 Old Park Lane, Mayfair
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