HR Disrupted

In some ways we can see

But because of the way performance management is set up they simply wait to be told how to do it

hen we trust our employees they’re more likely to behave responsibly and be productive, creative, and forward-thinking. What would you change if your starting point was trust instead of control?

This wouldn’t be so bad if we in HR carried out our parental duties consistently,

if your communication isn’t to someone’s liking, it’s on Facebook that evening on the way home from work.

And to do this we must stop playing the company policeman and learn to be the ‘people experts’ in a radically new way.

• Giving feedback as equal to equal means your staff will feel more comfortable talking about their shortcomings, as well as how their managers could help them more effectively.
• Encouraging staff to seek feedback from their managers enables them to become more proactive in other areas as well.
Consumers
• Being given feedback informally and on the job means staff are more likely to change their behaviour for the better.
• Having a range of feedback mechanisms means your people are more likely to engage with what they hear.
Human beings
• Not categorising your employees by rating means they will feel more motivated.
• Moving away from an annual system takes account of everyone’s need for more regular feedback.
• Setting team objectives encourages closer team working.

and to decide what changes to make for the future

which I still love with all my heart

to make people work cross-functionally