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For years, leaders in the HR/Management space, academics, and top business minds have all sought to define organizational culture. They have largely failed. This is, of course, no easy task. Culture is nebulous, something that we feel but just can’t put a name to. It’s like the immortal soul.
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“72% of employees say they thought their performance would improve if given accurate corrective feedback”, according to a Harvard Business Review study. However, for most companies, feedback is only provided to their employees a few times a year as a part of the annual review processes.
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6
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Today’s workforce wants to express themselves through an entrepreneurial spirit, collaborative teamwork, purpose and drive, and social connectivity. Employees are not patiently waiting in the wings for management to casually dole out advancement opportunities... those days are gone.
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6
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A senior leader at a company recently said, “We have done away with performance appraisal because it causes so many problems.” In a somewhat similar situation, a business school recently decided to avoid grades which created tension and went to a high pass, pass, and low pass system.
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Performance management is a tricky business. Of the countless approaches, frameworks, and platforms out there, it can be difficult to sift through and apply what is right for your specific organization. The solution here is to step back, and put in place four key stages: Understand, Plan, Support & Review.
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I have asked the question whether we are missing the plot with performance reviews. I believe that performance reviews provide the structure to link your team’s goals and performance with the strategy of the business – we should not necessarily scrap the process, but rather change our thinking about them.
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6
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An “adaptive” organization can sense and anticipate change by leveraging people, data, communication, and collaboration. Any organization can do this if they recognize the power of learning and development and allow it to act as the central nervous system for the complex adaptive system; the organization, or “organism”.
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How do we let go of these archaic traditional practices and tap into the power of our people in today’s increasingly connected, customizable, and millennial-driven business world? How do we create culture, structure, leaders, and processes that fuel our companies to outperform the competition?
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6
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In today’s fast-paced world, innovation must be the future of any company looking to compete and win market share. You simply cannot grow and thrive by doing what you’ve always done. Therefore, it is a natural conclusion that innovation will be a key component to the future of performance management.
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6
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Business coaching, executive coaching, performance coaching or leadership coaching…the coaching profession goes by many names, but all these types of coaching are focused on the valuable goal of helping HR professionals to improve their executive’s performance.
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