This week, we learn how much better organizations perform if leadership works as a team, unbox a mountain of HR statistics from Gallup, learn the five traits that Google’s leadership looks for in managers, and hear from a people operations manager who helped Khan Academy successfully navigate a period of stratospheric growth.
This week’s growth quote:
“People often say that motivation doesn’t last. Well, neither does bathing – that’s why we recommend it daily.”
– Zig Ziglar
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Boston Consulting Group
Most leadership teams meet, plan, and then return to their respective business units to do what they believe is the real work. But what if that approach is all wrong? Boston Consulting Group interviewed three leaders at different stages of their careers about how they’ve gone about building leadership teams differently.
Want to make a case for CPM? Put these HR statistics from Gallup to work. For example, managers account for 70 percent of employee performance variance, only 12 percent of employees think their company does a good job of onboarding, and fewer than three in 10 employees surveyed think legacy performance practices work.
Do hiring teams really choose the wrong candidate 82 percent of the time? Workology explores research from Google conducted over a period of 10 years that attempts to identify and predict the qualities that make a great manager. (Spoiler alert: They practically read like a sales pitch for holding continuous conversations.)
When Khan Academy grew from 20 to 400 employees in just a few years, Karina Young, People Operations Manager, felt its growing paints acutely. She shares five lessons about overcoming doubts, fears, and ambivalence to ensure that performance management remained the company’s highest priority.
Ready to turbocharge your organization’s performance in the New Year? Read the Ultimate Guide to OKRs featuring New York Times bestselling author John Doerr.
If you missed the last recap, read it here: Organizational Willpower, Stories of Change, and True Trust