I was recently fortunate enough to attend a round table discussion on Innovation in Reward hosted by Juan Alonso (Head of Reward at EBRD). The BTN holds these sessions from time to time and I have always found them valuable. This particular session was focused on Reward, performance and EVP, and immediately when introductions were over I realised that I seemed to be the only non-reward professional in attendance, myself being an HR Director with a Generalist background. So, I thought as we started thi
Following my recent article about why performance management systems need to change, many people have messaged me asking how they can make the shift from batch-processing of annual employee appraisals to a continuous-flow of performance development.
To begin, let us undress what people are seeking to move away from.
When Netflix, Adobe, and Google refused to do annual performance reviews of its associates, HR traditionalists dismissed it as a fashionable trend that could only be applied in start ups or high tech firms.
But then, some of the worlds largest and oldest corporations began to follow suit. Intrigue turned into a global transformation when high performance driven organizations such as GE, SAP, Cigna Health Insurance, Accenture, Microsoft, Morgan Stanley, Goldman Sachs and Deloitte have ditched "one size fits all" annual performance rating scales.
I want to consign the annual appraisal to the history books or the corporate torture museum set up in memory of unproductive, inhumane HR practices of the last 100 years. I’ve started this conversation already, if you want to flip back to my first blog - HR leaders - Why decluttering your performance management is the best decision you can currently make.
The employees roll their eyes, shrug their shoulders and mutter about how nothing ever comes of this fruitless exercise.
Ah yes......it must be time for the annual employee survey. That default ritual by which many organizations assume they are measuring and improving the business.
But is this long-standing practice now redundant and does it need to be put out to pasture?
Business improvements and customer experience are topics that are very close to my heart. Driving business improvements is my core capability. Delivering better customer experience through improvements is something that I am passionate about.
I'm not the first to say it and know it’s a strange thing to say, particularly for someone who spends their time supporting organisations to improve their performance by developing engagement levels.
But for me the phrase ‘employee engagement’ has always been a problem, I’ve never liked it, it’s never sat well with me, but it took me a while to really understand why.
Over the past 6 months I have seen many instances where organizations have failed to take advantage of opportunities; lost market-share; put their brand at risk; or wasted resources; resulting in loss of revenue and/or additional costs.
Given that August is a quiet month, it has provided me with time to reflect on some of the problems that I have experienced and them with you so that you might learn from some of these outcomes.
So here goes:
I'm going to argue here that many organisations using HR analytics to improve their people programmes are fooling themselves.
Let me explain: evidence-based HR analytics relies on a model something like this:
HR programme --> Competencies --> Employee performance --> Org performance
That is, you invest in workforce programmes to increase employee competencies ("the how") which in turn delivers increased employee and organisational performance ("the what").