No more annual performance reviews?

The article, "What's After Annual Performance Reviews? Never-Ending Performance Reviews" was featured in Bloomberg Business in October 2015. Take a look at the article. I am glad that annual performance reviews are evolving into an on-going feedback process. As long as colleagues are given guidance on how to provide feedback, are professional in providing the feedback, and there is a clear process/timeline in place to provide and receive feedback, the process will work.

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Start assessing your employees' engagement level

Employee engagement is when employees are committed to their jobs and to the company's goals to the extent that they are willing to put the extra effort in. It is when an employee wants to be part of the organization she is with, is proud of what she and the company do and strives to do the best she can with work. Companies that have high employee engagement consistently perform higher in terms of business results.

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Crucial Competencies for Developing Global Leaders

I recently attended a talk run by Daniel Guillory, the CEO of Innovations International, Inc. The seminar covered the competencies needed to develop global leaders. Much of what I have seen and experienced around developing global leaders has been through the lens of cultural theories and cross cultural understanding.

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Press Release: GetHRSmart Launches On Demand HR Service for SMBs

Press Release: GetHRSmart Launches On Demand Human Resources Service for SMBs

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Making the performance review process painless

This time of year, managers and employees start preparing for the end of year performance reviews. It can be a very time consuming activity and stressful since the results of the review influence compensation awards and promotional opportunities. Why does the process have to be so painful? It doesn't have to be.

The key to a painless performance review process is to ensure that constructive feedback has been provided throughout the year. The content from the discussion at year-end should not be a surprise to anyone. Another important factor is the relationship between the manager and employee. If the relationship is one of respect, openness and support, the ongoing feedback or mini-reviews will be received positively. Managers should avoid being judgmental in their assessment of their employees, act as an advocate for them, listen to them, focus on their strengths, and yet be clear on what the performance expectations are and if they have been met.

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What does GetHRSmart offer?

In many large organizations, there are HR professionals called Human Resources Business Partners (HRBP) who are responsible for providing strategic HR support to a leader and his/her team. For small and mid-sized organizations, an HRBP is typically not one of the first HR people to be hired. Only when an organization gets to a significant size do CEOs start to consider hiring an HRBP. This is a mistake since the culture and organizational structure need to be thought out in advance.

GetHRSmart provides readily available advice on HR topics from strategic recruiting to talent development, succession planning, cross cultural understanding and more. GetHRSmart is a resource not only for small and mid-sized companies, but also for large ones. Leaders and HR Business Partners can also learn from the insight and perspective that GetHRSmart provides.

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What do we do with the results from an employee engagement survey? (Question from Jeff)

Question: My organization recently undertook an employee engagement survey. Our department head shared the results. The results included historical data for our group and comparisons against other groups. The data was mostly quantitative. What do you recommend we do in terms of actionable next steps?

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Reporting up to 7 project managers at a time (Question from Jessica)

Question: My organization recently moved to project based teams where I sit in a pool of resources and am staffed based on project needs and availability. At any given time, I can have up to seven project managers whom I report into. Any suggestions on how to succeed in such a model?

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Getting mentoring through an informal mentor

If your company doesn’t have a formal mentoring program in place or if there is one, the target group for the program does not include you, how can you benefit from a mentor? Getting the most out of a mentor is not dependent on whether or not there is a formalized program. In fact, many successful mentoring relationships are informal. Here are some steps for you to engage with an informal mentor:

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Coaching: What is it and is it for you?

Coaching is an intervention where the coachee develops personally and professionally with the help of a coach. It is action and solutions-oriented. The coach helps the coachee unravel issues that the coachee faces but does not provide advice or answers. Instead, it is the coachee who finds the answers by him/herself with the help of the coach. How does the coach do this?

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