This week, we explore ways you can ensure that the benefits of your HR technology actually are felt by employees, share the top pains CEOs face this year, review tips for having difficult conversations, and learn the three ways performance management is changing most.
This week’s growth quote:
“You don’t have to hold a position in order to be a leader.”
– Henry Ford
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In HR, your employees are your customers. If they don’t understand what they stand to gain by filling out reports or learning new tools and processes, “more HR” is bad for customer relations. But with the right mixture of philosophy, transparency, and talking, you can ensure that technology is perceived as mutually beneficial, explains Betterworks CHRO Diane Strohfus.
Four of the top five challenges for CEOs are HR-related, according to a survey by The Predictive Index—and the firms Gartner, the Conference Board, and XpertHR each found similar results. There is growing awareness among executive teams that HR’s challenges—recruiting, hiring, and retaining quality employees—are everybody’s problems.
Harvard Business Review
Difficult conversations are often made more difficult because they grow emotional, and the argument you thought you were going to make evaporates. Four-time New York Times best-selling author Joseph Grenny offers succinct advice: Identify your motives, gather facts, and think through the stories you’re telling yourself about the other person.
There are three big shifts underway in performance management, according to HRZone editor Becky Norman: It’s becoming continuous, human-centered, and intrinsic to work—it’s no longer something HR owns and manages, but something that employees embrace as a part of everyday activity.
Ready to turbocharge your organization’s performance? Read the Ultimate Guide to OKRs featuring New York Times bestselling author John Doerr.
If you missed the last recap, read it here: Anonymity Breeds Contempt, Made to Measure L&D, and When To Use Tech