Hal’s a loyal, friendly and well-liked guy. He’s been with your company more than 20 years. He’s in a big, important role. Hal was a great fit with the company when he joined, but is a highly questionable fit with its future needs. His performance is consistently rated at or slightly below average. His role […]
When we see a client’s failing performance management process, our first question is about how goal setting works in the organization. The client will say that goals are set 5 months into the year. They’ll show us long lists of tactical goals. They’ll explain that managers have no accountability to set goals well. While those […]
About This Report The 2023 HR Operating Model Report provides specific insights as to how companies are structuring and operationalizing HR. More than 200 companies worldwide participated with strong representation across small, medium and large organizations. All data was gathered in early and mid-2023. This report provides you with insights on the structure of COEs […]
Our definition of an HR operating model is how work gets done on a day-to-day basis to achieve your HR strategy. This requires a logical structure that flows from “what we do” to “how we’re organized to do it” to “exactly who does what.” Unfortunately, we rarely find HR operating models that have been specified […]
About This Report The 2023 Global Performance Management Report provides specific insights to the practices companies are using (and not using) today in their performance management process. More than 300 companies worldwide participated with strong representation across small, medium and large organizations. All data was gathered in late 2022. This report provides you with details […]
It’s surprising that so many organizations – even the larger and more sophisticated ones – still lack a well-designed talent strategy. By well designed, we mean a strategy that tightly flows from the business strategy, is clear about the talent team’s three or four big promises/deliverables, spans at least three years, and is specific enough to explain the activities and investment needed. Here how to do that.
“The increasing popularity of 360-degree assessments seems to rely on a rock-solid stream of logic. Leaders’ behaviors are important to the organization because well-behaved leaders balance what gets done with how things get done. This balance increases their own effectiveness and their team’s engagement and performance, which translates into superior financial results. So, if we […]
Most of our clients want to elevate performance in their organization. Yet many hesitate until they have the excuse of a restructuring or redesign to take the first step. We believe there’s no bad time to start increasing performance and that the process starts with a note from the CEO. That CEO note tells the […]
If you’re not in one or finishing one, you’re likely planning one. More than 80% of organizations say they’ve just completed or will soon start to transform their HR organization. Whether it’s driven by a technology upgrade, cost reductions or the desire to improve HR service quality, we find a common reaction at the end […]