If I may voice my concern:
- Why haven’t we mastered social performance management?
- Why is external recruiting more important than Leadership development?
- How can we determine what employee’s value most?
While the aforementioned questions may not have simple answers, allow me to pose a few challenges to SHRM17 Exhibitors, Speakers and Attendees alike.
Fear of Transparency (?)
It seems to be universally accepted that annual performance reviews are a means to exile more than motivate. A paper trail may be necessary in the firing process but that seldom amplifies performance. We’ve seen payment processing vendors streamline attainment processes and there are others who created great technology only to have their system compromised by industry behemoths.
Show me a system that will:
- Track Goals
- Allow Multiple Career Advisors to Provide Input
- Publicize Goal Attainment
- Promote Soft Skills to Build the Internal Talent Pool
What If We Never Had to Hire Again?
I know a large majority of #SHRM17 attendees are hiring professionals (all of whom I find delightful).
- How much does it cost when an employee leaves your company?
- How much does it cost to hire a new employee?
Employees leave for a few reasons:
a) They dislike their manager
b) They see no opportunity for advancement
c) They do not believe in the organizational mission
We fail to identify the future leaders in our organization because their managers fail to publicize their potential or inability to master core job function cast them away as universally inept.
Managers seldom promote their best employees because they wish to continually benefit from their contributions. Star performers who don’t possess proper leadership skills are often told they are not ready instead of being coached in soft skill development. Those who are the best programmers are seldom the best managers.
Tell me how we can:
- Help reallocate miscast employees
- Build high potential performers into people leaders
- Expose poor managers for protecting their flock
Wants vs Revenue
Do your employees still receive trophies because you’ve always done it that way?
Are your benefit offerings impressive enough that employees would accept less money to stick around?
How does a first day employee make an impact?
Replacing a technical application takes hours and hours. Hiring experience is more defensible than building leadership organically. At some point, we need to evaluate the programs we afford our employees to understand if they are doing more harm than good.
- Help us understand the reward in change
- Show us a way to determine the value of our Total Rewards portfolio
I’ll be in the Bloggers Lounge. Come find me or tweet me @ twitter.com/davidkovacovich
I Dare You To Engage!
Don't Forget to Remember!