Tag: Performance Management

How Great Leaders Empower Employees

by Bright Osadiaye, posted in BriSights, Leadership, Management, Personal Development, Workplace Learning
Photo by Polina u2800 on Pexels.com

‘Good leaders hear the needs of their employees, great leaders actively listen and care.’

‘Feedback conversations don’t have to occur in an annual review and don’t have to happen constantly. They have to happen in a collaborative and relevant way so that it matches both the work and career goals.’

‘Putting a sound strategy in place doesn’t do much if you’re not following up with with a targeted action plan.’

‘Don’t wait for the annual performance review to evaluate and let go of poor performers.’

‘Organizations and their leaders should worry less about compliance, ranking, and reviews and more about the big picture, creating a culture of coaching and feedback that empowers employees to use their skills and talents to support the company’s goals while also achieving their own.’

‘Performance enablement is a new and far better path toward organizational effectiveness and employee satisfaction than old-fashioned performance management.’

‘Employee goals should be agile and tied to the company’s top-level goals and should cover personal development and help employees strive to do more with their careers.’

‘A plan that suits your organization can open the eyes of everyone, from the newest hire to the executive, to how they can secure more effective training, how the company can reenvision its goals, and essentially how the individual and the institution can serve one another more effectively.’

‘The key to effective use of a people development plan is communication. Maximize effective interactions between managers and employees, and ensure that executives are accessible to all.’

‘Offering feedback in the flow of work helps you address behaviors in real time. Employee will make a better connection between what you’re telling them and how they can improve moving forward.’

‘The greatest leaders enable others to disrupt the status quo and facilitate growth, innovation, and change.’

Source

Doug Dennerline, Jamie Aitken (2023). Make Work Better: Revolutionizing How Great Bosses Lead, Give Feedback, and Empower Employees

How To Make Your Reorganization Work For You

by Bright Osadiaye, posted in BriSights, Health & Well-Being, Leadership, Management, Personal Development, Workplace Learning
Photo by Diva Plavalaguna on Pexels.com

‘Question whether the reorganization is worth doing at all: are the benefits worth the costs (including the human cost) and risks?’

‘You should expect your reorganization to take longer if the organization is bigger, if you plan to bring in a lot of external talent to fill roles, or if you operate in countries with more legal requirements.’

‘Make a wider announcement to the organization, focused on what is happening, why, how long it will take, and when they will hear more.’

‘In reality, paper plans never work out exactly the way you intend. Do not think your reorg will be perfect (it never is), and be prepared to make course corrections.’

‘Start by defining the elements of the current organization that you want to test, with input from experts across the organization.’

‘Make sure that you understand the drivers of performance gaps– in particular, the activities that drive people costs.’

‘Determine the most powerful way of sharing the findings of your diagnostic with the leadership of the company (e.g., through a gallary walk rather than a straightforward presentation.’

‘Remember to focus on people and processes as much as, or more than, structure.’

‘Decide whether you should take a top-down or bottom-up approach to reorganization.’

‘Use the collective wisdom in your organization. You should hold brainstorming meetings with the staff closest to the action to generate ideas for improvements.’

‘Decide how you want to implement the changes: e.g., layer by layer, function by function, or all at once.’

Source

Stephen Heidari-Robinson and Suzanne Heywood (2016). Reorg: How to Get it Right