A lot of companies preach today how their most important asset is their people.
We are seeing this more and more as organizations realize that having happy, engaged employees creates innovation, speed to market, improved customer service and all those aspects in between to generate a strong bottom line.
Performance Management initially was about companies identifying and protecting their most important asset: superstar performers.
Unfortunately “performance management” has been twisted, through many systems and ratings and metrics, as a way to punish or eliminate underperformers. Thank you Industrial Revolution for the gift of measuring “workers” by output! Read more…
The most important theme I detected in HR technology this past year is a shift from HR focused applications to business focused applications.
Traditionally, HR Tech was about helping HR do its work — for example an applicant tracking system to help recruiters or a learning management system to help the training department—and in fact, that hasn’t changed. The vast bulk of HR technology is about helping HR professionals do their job.
However, there is something new: HR applications focused primarily on the business. Read more…
I think I might be on the cusp of the next great employee feedback mechanism for leadership.
I’ve been thinking about this concept for a long while. You see, for years I’ve had the opportunity to test out my various theories on employee feedback. I’ve watched my own feedback theories change over the years, but they always were grounded in people truly want feedback about their performance.
That is mostly true. People do want feedback about their performance. Read more…
Talent management is an amalgamation of the attraction, development, and retention of employees and how they work.
Ultimately, how your talents’ skills and aptitude meet current and future business needs can drive or stall the company’s growth.
It’s not just how the employees work, the leadership, or the HR professionals to offer the jobs. It’s the combination of targeted training and development, strategic alignment, and talent retention.
The question is: Do you have all your boxes checked? If the answer is no, here are some things to consider moving forward into 2015. Read more…
Performance reviews can be a source of frustration for many in the business world.
If you’re a part of the group of people bogged down by a dysfunctional review process, take comfort. This is a great time for a fresh start.
Unfortunately, if you are looking for advice, you may be in for a shock. Every day on the Internet, for each article written with ideas for solutions, there are another five dedicated to the problem itself. Read more…
At some point in their careers, managers will face the tough position of having to let someone go based on performance, and if they did their job right, it will be someone who they have built a friendship with.
Outside of personally wanting to maintain a relationship with a former employee, there are other benefits to letting someone go amicably.
Sometimes, employees may have a great work ethic and attitude, but they simply couldn’t deliver for that specific role, and it’s important to maintain a relationship in these types of situations. Read more…
Long ago, I received an especially confusing piece of negative feedback:
Remember three or four months ago at that event? You did something wrong. I can’t remember what it was exactly, but I remember that it wasn’t good.”
I was baffled and didn’t gain much from the conversation.
What I did learn was that getting comfortable with giving effective negative feedback can be a challenge for managers, new and old alike. Read more…
Recently I was talking to The Gap about their innovations in performance management.
They are working hard so that performance management really is about helping people perform better, based on research around the importance of a growth mindset. It’s a big shift from focusing on the appraisal/review stage of the process.
I mentioned this shift in focus to Connie Costigan, Director Marketing Communications at Halogen Software. She said that this kind of shift would not be a problem for them; a modern performance management module has all the tools needed to reform how the process is done. Even if you never do appraisals, the software stills supports the broader goal of helping people perform better. Read more…
Meetings get a bad rap and the arguments against them are well known:
- They get in the way of productive work;
- Too much of meetings are spent recapping previous meetings;
- They often don’t produce a decisive way forward.
For these reasons and many more, people avoid setting meetings like the plague, and regularly scheduled meetings can fall by the wayside. Read more…
So, performance reviews aren’t enough?
Performance reviews are slow feedback, as they only occur once a year. Most employees do not want to wait 51 weeks to hear how they need to improve.
More than 65 percent of all employees said that the feedback they received in their annual performance review contained “surprises” not mentioned by their manager before the review. Unsurprisingly, employees become very upset when this happens, and it can be a factor in higher turnover. Read more…