Blog Archives

Employee Evaluations – The Good, the Bad and the Ugly


targetpracticeDo people in high places think they are above us? Why is it that they can evaluate us and us not them!!!

I don’t mean 360 degree reviews I mean outright performance reviews!!

Why don’t we switch roles and give our boss that evaluation. I bet the likelihood is that they would happen a lot more often!

Not so much the way things happen today. Most business is simply awful at what is the most key “business meeting” that can take place in any business.

Yes you read correctly. A performance review is a business meeting but just go into most organizations and they still rarely take place.

Performance evaluation processes Suck!

We are all about “big data” and metrics for everything!!!

Yet the very people that we rely on to make all that happen don’t even get the respect of a conversation about how they feel or what they need! And when they do it’s often ONCE a year.

How often does your business review its financials?  You get the picture.

HR is often at the center of the controversy. There is too much paperwork and forms!

That may be true when we want to complicate things like adding competences and behaviors and values etc etc.

Call me simplistic but there are only three questions we need to talk about in our business review.

  1. How are you doing against your goals?
  2. What do you need to help you achieve those goals?
  3. What goals do we need to agree on to move things to the next level?

AND lets do it at least ONCE a MONTH.

ONCE a Year it TOO Late to be of any value!

Picture courtesy of ‪digitalbloggers.com

 

 

 

 

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Managing Managers – the only key to business success


managingsuccessLeadership as we all know begins with every single employee.

The key is to develop leadership qualities that are already “in” everybody.

The front line of leadership  comes with the essential role of the first line supervisor or manager.

If you have the wrong people in this role business performance and culture is substantially negatively affected and damaged for years to come.

Some fundamentals you have to avoid and essential requirements that you need:

Reduce specious and unnecessary opposition to change in Managers and Supervisors:

  • Some have their own agendas
  • Some ARE the problem
  • Some talk with “forked tongues”
  • Some can’t “hack” change
  • Some just don’t want anyone else to affect their decision making
  • Some want RESPONSIBILITY but not ACCOUNTABILITY
  • Some will always want their way

SO

  • They have to be prepared to consult
  • They have to be prepared to be informed
  • They have to be prepared to be told what the decision is
  • Managing is not about consensus
  • Managing is about leading into the unknown
  • Managing is about vision but remember have more than others
  • Managing is about developing your people and the business

Therefore

Business needs strategies, which deliver the results, and managers who can deliver the strategies!

The only way you can develop your business is through developing your people (and their families).

There is no other way.

 

Picture courtesy of

CareerCurve™ – Where Coaching Counts

 

When character and courage leave the room


beinghonestjohnlennon

In business and in life we often talk about leadership.

Here is the thing, we can talk as long as we want about leadership  but there are two things we all admire.

It does not matter whether it’s your neighbors or your co-workers; trust is built on two things – character and courage

Nobody wants to know someone who does not stand by them or talks behind their back or simply stands down when they are being torn apart by someone else.

No one wants neighbors who say they want to be neighborly and then serve you with papers over cocktails.

Leadership character and courage share the same room.

As John Lennon said

Being honest may not get you a lot of friends but it will always get you the right ones.

Long-term strategies and short-term operational excellence.


Every day I see companies make short-term decisions and decide that they will not hire the intern or the college student etc.

How did they get into that place?

I understand all to well the pressures on business. My role as a business, human resource architect of solutions that turns around business to profitability is to balance both the short term without sacrificing the long term.

What is clear to me is that strategies come in many “time frames”

My mantra is: You must do today to protect your future, without sacrificing today!

  1. Always have a clear vision of your mission. Never take your eye of the goal. You lose this and you may as well pack up and go home.
  2. Your game plan is to continue to reach those goals.
  3. Key metrics are absolutely essential AND the competences to identify them and deliver them.
  4. There is no mission without margin so day to day focus on operational excellence is a MUST.
  5. A bright Tomorrow will not come if you don’t deliver operational focus today.

Business has to ensure it has competences that deliver today AND the long term.

Too many are tempted to go for one at the expense of the other.

That is why many companies spend “ oodles” of dollars to train and develop their work force only to lay them off at the first sign of lower profits.

Remember: there are Six things business has to be great at…. at the SAME time.

  1. Operational Excellence.
  2. Strategic development of its core business platform.
  3. Long term partnering.
  4. Developing a curious leadership talent throughout its employee workforce.
  5. Keep the momentum going, once you lose that “sense of urgency” for the LONG TERM all you are doing is surviving.
  6. Nimbleness of thought and customer anticipation is paramount.

Picture : credit google images

 

Beware: Ideas are not welcomed here!


Are you and your organization being held back?

Are your co-workers saying,  “Don’t rock the boat. Don’t bring your new ideas here they are not welcome!”

To often it is the co-workers that don’t want to change, learn or thinking forward! And it is often contagious! And it is allowed to continue.

A Business Health Warning!

Who do these “unchange agents represent”? Are they representing the organization or themselves? Statistics show that they are a pretty big minority but their influence kills organizations and they “outperform” those who are truly engaged.

The negative few overcome and outperform the positive majority!

If you don’t do anything about it your organization is not going to last very long!  The “good” will leave and the “bad” will prevail.

Unfortunately there are too many folks who are stuck in “yesterday” and too many organizations that are not prepared to move the “jelly”. Too much “wobble” and not enough moving off the plate (bus).

Creativity to do something different, to move the organization forward, takes courage. It takes very little to say it has always been like that here and (this new stuff) will not work!

I often see the entitlement that people feel they have of having worked somewhere for a long time.  I too often see lack of leadership or management.

The organization allows them the privilege to put down those folks with new ideas AND get away with it.

That’s when privilege becomes an entitlement and the entitlement starts to kill the very hand that feeds them.

Remaining spectacular with ideas brings value to you and the organization.

There are too many Naysayers in every organization who want to tell you what you cannot do.

It is time for every organization to look at those who they employ and who actively work against what the company needs to do to be competitive.   Move them out! You will save millions of dollars and save your company.

Blog By:

Peter Lanc (HRMexplorer) Human Resources Executive delivering bottom line results through people strategies. Architect of Business and People strategies.

Peter is available for consultations and where profits need to be achieved.

 

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