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“Business is a stiff and formal place.
To be human and spontaneous is fun, but it isn’t professional!”
Is this statement holds true for your organization?
As a CEO or Promoter If your answer is yes, then your organization will soon have dearth of great employees or you may not be working with the best of the lot.
Some organizations understand the connection between passion and performance, but a lot of them missed that memo completely. They run their organizations like prison camps.
Some CEOs are out of touch. Their HR leaders might try to get them to wake up and smell the new-millennium talent market coffee, but self-delusion is a powerful drug.
Sometimes it takes a shock — a wave of top employees hitting the bricks and going to work for your competitors, for instance — to deliver the message “The only way you can keep great employees in the company is by treating them like great employees.”
Here are five truly useless HR policies that will keep your best employees racing for the exits the minute they get the chance — and keep you re-filling the same positions over and over.
Is this statement holds true for your organization?
As a CEO or Promoter If your answer is yes, then your organization will soon have dearth of great employees or you may not be working with the best of the lot.
Some organizations understand the connection between passion and performance, but a lot of them missed that memo completely. They run their organizations like prison camps.
Some CEOs are out of touch. Their HR leaders might try to get them to wake up and smell the new-millennium talent market coffee, but self-delusion is a powerful drug.
Sometimes it takes a shock — a wave of top employees hitting the bricks and going to work for your competitors, for instance — to deliver the message “The only way you can keep great employees in the company is by treating them like great employees.”
Here are five truly useless HR policies that will keep your best employees racing for the exits the minute they get the chance — and keep you re-filling the same positions over and over.
Industrial Revolution-Era Attendance Policies
You can’t hire Knowledge Workers, give them meaty problems to solve and then watch their comings and goings as though they were kids being dropped off at daycare. They are adults, for starters, and beyond that you hired them.
You could have hired anybody. Presumably your hiring process is thorough. Why would you hire people you don’t trust? Don’t you trust yourself enough to hire great people?
If somebody works after hours in the evening you should expect to see them arriving late the next morning. You don’t have to track those hours. If you’re tracking hours for salaried employees, you are unclear on the concept of a salary.
Insulting Performance Review Processes
It’s high time we got rid of all individual performance reviews. They are pointless and a huge waste of time, but some review processes are more insulting than others.
If you give your managers a bell curve and tell them that only a certain percentage of employees can be rated top performers, another percentage average performers and so on, then you are literally designing mediocrity into your team. Is that what you want?
Stack ranking is an abomination and the opposite of a leadership practice, since it pits employees against one another instead of encouraging collaboration.
You don’t need any of this nonsense to run your business. Talk about goals and progress whenever you want. Talk about learning from mistakes whenever it makes sense. Annual reviews have long outlived any utility they ever had as a leadership tool.
Manager’s-Choice Promotion Policies
Promotion Policy for an employee should not be depending upon what his boss thinks of him.
He may not be an eye candy for his boss as his boss could be a mediocre, average insecure guy who may not want a great guy to go up the ladder.
Promotion should be depending on the continuous work review of peers, seniors as well as subordinates.
Impenetrable Pay Structures
The real world is moving too fast for old-fashioned pay grades and bands, much less hidebound policies that red-circle or limit an employee’s ability to earn more money even when he or she is contributing massively to the organization’s success.
Worse yet, many employers are anything but transparent when it comes to the topic of pay.
If an employee asks “What would I need to do get a decent pay raise?” and the answer is “Nothing you can do will get you more than a three-and-a-half-percent raise this year” expect your company to be a revolving door for talent — if you can get talented people to work for you at all.
Too Many Policies In General does not cut through... one statement does
Most organizations have way too many policies and they keep cranking out new ones, even though no one has so much as glanced at the old ones gathering dust in the corner.
only Policy statement to be made is:-
"We are committed to be making this place safe and awesome for you, our team members.”
It’s a new day, and the Human Workplace is already here. Is your company stepping into it?
Let us see the change before its too late.
.................................................................
Excerpts taken from Liz Ryan's Article in www.forbes.com
You can’t hire Knowledge Workers, give them meaty problems to solve and then watch their comings and goings as though they were kids being dropped off at daycare. They are adults, for starters, and beyond that you hired them.
You could have hired anybody. Presumably your hiring process is thorough. Why would you hire people you don’t trust? Don’t you trust yourself enough to hire great people?
If somebody works after hours in the evening you should expect to see them arriving late the next morning. You don’t have to track those hours. If you’re tracking hours for salaried employees, you are unclear on the concept of a salary.
Insulting Performance Review Processes
It’s high time we got rid of all individual performance reviews. They are pointless and a huge waste of time, but some review processes are more insulting than others.
If you give your managers a bell curve and tell them that only a certain percentage of employees can be rated top performers, another percentage average performers and so on, then you are literally designing mediocrity into your team. Is that what you want?
Stack ranking is an abomination and the opposite of a leadership practice, since it pits employees against one another instead of encouraging collaboration.
You don’t need any of this nonsense to run your business. Talk about goals and progress whenever you want. Talk about learning from mistakes whenever it makes sense. Annual reviews have long outlived any utility they ever had as a leadership tool.
Manager’s-Choice Promotion Policies
Promotion Policy for an employee should not be depending upon what his boss thinks of him.
He may not be an eye candy for his boss as his boss could be a mediocre, average insecure guy who may not want a great guy to go up the ladder.
Promotion should be depending on the continuous work review of peers, seniors as well as subordinates.
Impenetrable Pay Structures
The real world is moving too fast for old-fashioned pay grades and bands, much less hidebound policies that red-circle or limit an employee’s ability to earn more money even when he or she is contributing massively to the organization’s success.
Worse yet, many employers are anything but transparent when it comes to the topic of pay.
If an employee asks “What would I need to do get a decent pay raise?” and the answer is “Nothing you can do will get you more than a three-and-a-half-percent raise this year” expect your company to be a revolving door for talent — if you can get talented people to work for you at all.
Too Many Policies In General does not cut through... one statement does
Most organizations have way too many policies and they keep cranking out new ones, even though no one has so much as glanced at the old ones gathering dust in the corner.
only Policy statement to be made is:-
"We are committed to be making this place safe and awesome for you, our team members.”
It’s a new day, and the Human Workplace is already here. Is your company stepping into it?
Let us see the change before its too late.
.................................................................
Excerpts taken from Liz Ryan's Article in www.forbes.com
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