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
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.
With the great resignation still continuing and baby boomers, who many feel delayed retiring, now retired or retiring in large numbers due to the pandemic, succession planning has never been more important. But as we’ve seen through many of our clients (and ourselves!), the need to get something done and getting it done are two different things. When it comes to succession planning, I think the key challenge is not knowing where to start and the steps to take once started. Overall, you need to: 1. Know your current talent state. This involves several sub-steps of determining: a. What’s your
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
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,