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Archive for the ‘going social’ Category

So its November, time to evaluate 2016. Did we reach our goals? Did we perform according to company values? Did we cooperate and help others? Are the goals even relevant 11 months later?

 

No? How surprising. We all know the world is static, so why should we not reuse same old goals year after year. If they were good enough for Grandma, right?

 

What we do is important, and in a world going mad faster and faster we need to keep up. Adjust, realign, not be stuck. Throw out the 5 year plan. Reevaluate all the time. Make sure your performance management helps you, not holding you back. Can you adapt to change, continuously? Or is a mid year review as agile as it gets?

 

Are your goals yours and yours all alone? Then what are you? A hermit on a space station without a radio? no one is alone. No one is performing in a vacuum. Cooperate or be overrun by those who does. Do your performance management process promote cooperation?

 

Are you doing it the right way? Yes your customers care not only what you do but how you do  it. Do you? Or is the end result all that matters? Then reevaluate. Your customers do. They reevaluate you, all the time. Make sure you measure how you do it. That your team performs not only at their best in what they do but how they do it.

 

And do you have millennial aboard? Don’t forget they why yes good old how and what are I.portsnt, but these youngsters also ask why? Dr o you have an answer? And no the answer can not only be about EBITDA.

 

So summary

  • What, ever changing, change with the reality, realign, reevaluate targets. Stay focused and on top.
  • How, others what’s how you do it, make sure that what they see is good. Measure it, reward good how behaviour.
  • Why, not just profit, don’t n the tale. Motivate your team. With a good why the rest will follow. 

 

Oh dear our old 9-box just went 3-dimensional, make sure you can handle that. Next time let’s discuss why ,9-box, or 25-boxes are wrong. Say hello to 16 and 36 instead.

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I attended a Globoforce webinar about Crowdsourced Performance Reviews. The topic is highly interesting but the webinar was more about why and what you could gain, not the HOW. But I guess that’s what happens when you want to promote your book.

Anyway, if you want to get to the next level of Performance Review, and it’s really time for you to consider that if you are still stuck into the old system from the 1960:s. You really need to reconsider if having one person making all judgment calls once a year is the best way forward or not. I can offer a few reasons for why you want to question that approach

  1. Once a year? Your younger employees will have left by then without feedback. And feedback that comes 9 months after the event is meaningless, you need more immediate feedback. Ever tried to tell you dog it did wrong 3 days ago? No did not think so.
  2. Having one person doing all feedback? Is the manager omnipotent and all seeing? You have a different breed of managers than everyone else then. Let the people that have feedback to give to give it.

So what are we to do?

Firstly, make sure that anyone can give feedback to anyone. Facebook does it with the Like button. You might wanna keep a simple approach like that just to add the probability that it might get done, or you might wanna add a bit more of a functionality  like a text box to give some free text words. You do NOT wanna make it overly complex, if you make a full questionnaire out of it no one is going to use it.

You then wanna make is accessible all the time. I see someone do something good, or walking the extra mile. I give feedback.

You make it public. What’s the use of feedback if no one sees it. “Wow Alex really did something good there”.  Alex feels good for everyone sees the good feedback, the rest sees it and tries to be Alex next time.

You make sure your manager can use it for performance reviews. Yes someone need to formalize it every once in a while. And that’s still going to be that manager. But with easy access to all feedback they will have input to guide them. They might see that a lot of people have given good feedback that they never thought of just because they are not the ones dependant on Alex job.

So to summarize.

  1. Whenever needed
  2. By whoever wants to give it
  3. Public for all to see
  4. Input to managers more formal review

And off course, as a HR professional you probably want analytics and reporting to go hand in hand, but I won’t go into these details right now.

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Are you doing performance as a secret thingie, just with you and one employee at a time?

 

What law says that it must be secret? Or that the best pair is the manager and one employee at a time?

Why not let the employees cooperate? Comment on each others goal, get them to help each other out.

First you actually need to publish the goals, so that everyone can see what goals everyone else has. In doing so you will get more productivity. For who knows best if that person can contribute to a goal? The employee with the goal? The manager? The HR Administrator?

No the employee that can do the contribution.

So if you let your employees share their goal, access their peers goals, put comment to them, suggestions, addition and ask question. Do you know what you will get?

You will get a cooperative environment where temporary groups will form spontaneous around goals. And you can easily see that 1+1 indeed is 3.

All you sacrifice is a bit if secrecy.

 

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I am sitting at the Schiphol airport on my way home. Day 2 I had hopee would surprise me, and it did. But in the totally wrong direction

When someone is talking about their new performance process and it turns out is has 3 steps.

1. Set goals and objectives
2. Mid year review
3. End year review

I feel like I was transported back to 2002. The organizers failed when putting that session i to the program. Where is the face paved company, the ever chaning reality? Just gone, and with them the visions apparently.

Some other sessions were good, bjt same old message. Yes I got my roadmap validated, but no one managed to surprise me with some new insights. It was more last years insights with lipstick. Are we vendors so slow that this is how it is? Probably yes I am sad to say. But please remember that when the visionaries are visionaries, the main bulk of the HR practitioners have their day to day problems. They cant disrupt their processes just to be cutting edge all the time.

So if I draw a conclusion of these 2 days it is that they were interesting but not really surprising. That the fast paced world is not so fast paced after all.

But off course, my roadmap is influenced of the fast paced world, sooner or later everyone changes, even the lay that was stuck in 2002.

Christian

Btw, sorry about yesterdays spelling, done on a pad and in a hurry.

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I want to comment on some observations from this years HRTech. I was not at HRTech so how can I make observations, well a bunch of people from my company was there and I can listen.

One item that was a trend for the 3rd year, at least, was social. Well. It has been coming for some time now that we should integrate with social media. All have preached that mantra, not even those who have a clue what social media is, and even less how we should integrate with it.

Is posting a job on Facebook what they mean (that can be done by most system these days, and for the rest AddThis is a solution). Is getting respondents in a 360 from an employee’s LinkedIn Network integrating with social media? I really don’t know, but I do know that I think that it’s time for us to stop up and think about what we want to accomplish and stop shouting “social media” as if it was some kind of war cry.

First thing we need to consider is if we want to utilize an employee’s network on different platforms as part of the job, and if we really should do that. Can we demand that they use their Facebook network in our Talent Management processes? Most people use Facebook for at least a semi personal purpose and may not want to use it for their job.

I think we need to look at how these networks work, and then add functionality that uses the way it works, but not necessarily uses the networks in itself. If we want feedback on goals, let the employee choose who should give feedback, both among users of the system and people outside it. Just make sure you get feedback in a way that is useful to you. The Google+ +1 button is a great tool, but what it does is to endorse a popularity contest, and in performance management we would like to avoid that. Get feedback where the person giving feedback has to use words and really write what they think. Use it in conjunction with some rating from a predefined scale (for easy reporting) but make sure that you when you use it can delete results that are more “hey, I can rate my friend if I give him a good grade he will do the same for me” rates you will get.

As a manager you need to look at the feedback and you need to measure the relevance and accuracy of it.

Can we use the social networks to see who is an influencer in the organization? Sure, but not sure we can use the existing ones. In Facebook people have all kind of friends, in LinkedIn they have a more professional one, but do they want to open it up for their employer? Add functionality into your internal systems for knowledge sharing and you will get a tool that will give you answer to a whole range of questions

  1. Who knows stuff
  2. Who is willing to share
  3. Who gets feedback on what they share
  4. Who is the “go-to guy”

And you will get knowledge sharing. Not bad.

So yes, we need to go social. But first consider what you want to achieve, and then how to go there. Don’t just say “We need to integrate to social networks”, because that integration will probably not get you what you want as these networks has another purpose than you, and your employees might think it is an intrusion into their personal life and the result might be just the opposite than what you wanted.

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