Crafting a Thoughtful Performance Management System

I recently asked a room full of managers representing dozens of organizations if they actually liked their own company’s performance management system. What do you think they said?  Some of us may think of Performance Management as a rubber stamp on an annual review. We often don’t think of it as a living, breathing, system. Others of us may think of Performance Management as monitoring what we’re doing wrong. We may not think of it as monitoring and developing what we’re doing right.  When an organization thoughtfully designs, implements, and continuously improves a performance management system, it should look like

Building the Bridge Between Survive and Thrive in the Workplace

Oftentimes getting from one place to another requires a bridge to cross. A connection point between two things that seem unconnected or so far apart they can’t be reached by conventional means is necessary. These “bridges” are often grounded in both sides of what they are trying to connect. They are meaningless and useless if they don’t have two sides for anchoring. So is true of meeting survival needs and getting to “thrive” needs in the workplace. Relational needs are the bridge. Relational needs have roots and support in both survive and thrive and they provide a way between the two.  Meeting relational needs is the

Career Development as Performance Management

Career Development is becoming even more relevant in the workforce arena these days. Career Development as Performance Management is a great tool to attract and retain employees.  Revisit this blog post from 2021 for ideas on how to use Career Development as a Performance Management (& retention!) tool.   I will be presenting at BSHRM on May 11 on this topic. We would love to see you there! Check out where else we will be in the coming weeks here.

Is Your Organization In the Learning Zone?

Over the past few years, I’ve spoken with a lot of organizations about the importance of psychological safety. A 2012 study by Google showed that psychological safety is far and away the most important factor of a team’s success, yet many organizations lack the psychological safety required to be successful.  A few years ago, I worked with a client that was going through some major changes and employee morale was at rock bottom. As I began speaking with employees one theme stood out, employees didn’t feel safe speaking up. There were a number of reasons for this, including the fact

Teamwork Makes the Dream Work…Unless the Team is Dysfunctional

This week, I had the great pleasure of facilitating in-person training with a group of junior managers who are working diligently to improve team and unit dynamics among their direct reports. They quickly identified the teams they lead that are functional vs. dysfunctional, and we had some deep discussion about why some teams work and some don’t.  Patrick Lencioni is a subject matter expert on organizational health and team dynamics, and his model of the “5 Dysfunctions of a Team” is embedded in most training about how and why teams work or don’t. The foundation for the model is Trust,

7 Ways to Complete the Stress Cycle

We’ve been looking at all things workplace wellness throughout the fall, seeking to provide insight to ourselves and our clients about how to create workplaces where people can thrive.  A lot of the impetus is put on individuals to manage their wellness and stress.  This has its place but is also up to organizational leaders to help create systems and structures that give people the ability to survive and thrive at work.  This will impact how they also thrive in all aspects of life given that people do not live and operate in silos.  A thought-provoking book that is geared

The Best Way to Retain and Recruit Top Talent in a Post COVID Environment

I could tell before he opened the door to the car that something had gone wrong at school.  My ten-year-old gets in the car, sits down, and scowls.  I ask him what’s wrong and he doesn’t answer. I ask his sister what is wrong and she says she doesn’t know.  I’m afraid to have to tell him that we are now headed to do something that he does not like to do, which is to go to reading lessons.  He loves his reading teacher, but he just hates to read.  Especially when he is in a bad mood.  Sister goes

3 Ways to Think about levels of Pay + A “Bonus”

As you can tell from our previous post on all the hiring incentives that are out there now, it is a job-seekers market.  A recent LinkedIn update titled “Power shifts in a tight job market” summarizes what employers are doing to lure people to their open positions:   Employers eager to fill positions are offering more to attract talent — and they aren’t just upping pay or showing more flexibility — they’re also training workers and taking more chances on people who don’t meet traditional qualifications. “No experience necessary” roles have spiked by two-thirds compared to 2019, and posts offering starting

Career Development as Performance Management

I recently had the opportunity to work with a young man whose employer was doing things right. He was engaged and eager to advance within the company. The employer reached out to HPC for guidance in talent development. They saw his drive to succeed and wanted to capitalize on that drive to develop his career within their company, and performance management was their go-to tool. We facilitated assessments, discussed results and goals & used our Leaders as Career Agents tool to develop an Individual Development Plan. With research showing us that approximately 70 percent of the workforce is currently disengaged,

4 Ways Leaders Can Keep Remote Work Pros from Becoming Cons

I may be the only person in America that actually considered getting office space instead of ditching it in 2020.  Having run a business for almost ten years totally remote, I was beginning to question whether that was the best option for me and the business. As a company, three of our core values- people first, passion, and productivity- are guided by this statement: “To help drive passion and productivity, we don’t care how or where work gets done, just that it gets done in a way that meets client needs. This coincides with our desire to put people first