Every week, I review blogs that cover talent development to find you the pick of the lot. In this post, you’ll find pointers to pieces about performance reviews, talent management metrics, making sense of studies and statistics, the “new normal,” and what to do about compensation.
From the NY Times: Time to Review Workplace Reviews?
“After years of studying the ill effects of workplace stress, psychologists are turning their attention to its causes. Along with the usual suspects — long hours, bad bosses, office bullies — they have identified some surprising ones.”
Wally’s Comment: Why pick up another piece about the dreaded performance review? Well, Tara Parker Pope comes at the issue from a different direction: workplace stress and bullying. Though her title is about reviewing performance reviews, it’s clear where she stands. The only person she quotes that has anything remotely positive to say is Bob Sutton and he’s quoted as saying: “In the typical case, it’s done so badly it’s better not to do it at all.†And, like most writers on this subject, she fails to distinguish between the formal performance review process as practiced in most companies and the supervisory job of reviewing performance.
From the Productivity Blog: Talent Management Metrics Get an “F”
“If employees are a company’s most important asset, few organizations are anywhere near realizing their full potential, according to the latest talent management study by the Institute for Corporate Productivity (i4cp). The study, which examined the extent to which organizations are measuring and gauging the success of their talent management programs, found that only a quarter of companies surveyed have systematic talent management practices in place.”
Wally’s Comment: This post by Erik Samdahl shares the findings of a recent i4cp study of talent management practices. What’s fascinating to me is that a number of talent management professionals claim that their efforts are successful, but can’t point to any support for that position.
From the Performance Improvement Blog: What do we know and how do we know it?
“Surveys say that only 30% of employees are engaged in their work, 54% of employees are likely to look for a different job as the economy improves, and 96% of CEOs believe their companies should be doing more to measure the business impact of learning and development programs. Other studies report evidence that pay-for-performance programs increase productivity, diversity programs don’t contribute to the bottom-line, and Millennials are motivated more by flexible schedules than by money. Every day it seems, a new measure of employee attitudes and behavior is reported in the press. These pronouncements are gobbled up by the public and treated as if they are new truths.”
Wally’s Comment: We’re deluged with studies and surveys of all kinds. Stephen J. Gill reminds us that we need to read the findings critically.
From DDI: The Drive to Normalcy
“Many of us are probably familiar with a McKinsey report released late last year showing that a “new normal†is indeed settling in—for many companies, an environment less comfortable than the one they knew in the pre-crisis world. Most are still cutting costs, some still feel that they are in a crisis, while others have started hiring and making plans for growth. How well-prepared is your organization to leverage the opportunities while addressing the continued challenges? I share four talent risks and opportunities as we ’drive’ to normalcy.”
Wally’s Comment: Ian Till uses a driving metaphor to ask some good questions about whether you’re ready for whatever comes next.
“It strikes me as an opportune moment for variable pay. If we are truly undergoing a shift in pay mix, away from fixed base to variable “at risk” pay, if we hope to sustain some part of this new productivity with workers who’ve seen no-to-low salary increase opportunity in recent years, what a great time to put the plans in place that will help them share in the gains they are helping to create. And create the spirit of partnership that could engage and retain them for the longer term.”
Wally’s Comment: Ann Bares is looking around at the environment, too. She wonders if this might be a good time to go to variable pay.
