by D. Kevin Berchelmann | Feb 3, 2014 | Executive Improvement, Kevin Berchelmann, Miscellaneous Business Topics
Necessary evil. Pain in the rear. The management penalty. Performance reviews are called many things, few of them positive. What’s up with that?? One of the most important things we do as senior managers is setting, and managing to, performance expectations.
Why, then, do we anguish about it so?
The problem, of course, is we frequently confuse performance appraisals with performance management. We make the appraisal process so damn onerous that no one wants to do anything but the appraisals… forgetting, of course, why we do those silly things in the first place.
It’s because we don’t take ownership of the process. It’s not the form we use, the rating scale identified, nor the percentage of pay increase associated with various rankings. It’s that we just don’t see the process as significant in our pursuit for business success.
And that’s just wrong. The capital markets continue to get stronger – both debt and equity. Initial public offerings are coming back in style. The DOW is headed back up. It’s not about all the “other” resources anymore – it’s about the people.
People make us competitive, successful, and allow us to differentiate. Believe it, get used to it, and embrace it. It’s here to stay.
Having said that, what, then, do we do about those dreaded reviews? How can they help?
People want feedback. You do, your boss does. Your staff does as well. A good performance review is nothing more than feedback–feedback that you should be giving all along anyway. So, here are some tips to make the performance review process bigger, better, stronger, faster…
- Get it off-line. We don’t need the speed of digital; we need the effectiveness of face-to-face. Make an appointment; sit in a chair next to your staff member, and talk. Really; people have been doing it for years. It doesn’t hurt nearly as much as you think.
Realize that the goal here is not a form… it’s managing/improving performance. Oh, yeah… we sometimes get so lost in the process, that we forget the real purpose. To manage and improve performance.
Let’s don’t attempt to simplify so much that we lose sight of that objective.
- Make it work, and then leave it alone. Everyone – I see this all the time – is constantly reinventing, changing, and modifying their performance review process. It’s just a form, people.
Furthermore, the choices are actually quite simple; there are only three performance results:
- (a) Doesn’t meet expectations,
- (b) Meets expectations, or
- (c) Exceeds expectations.
All else (in my opinion) are provided for comfort and conflict mitigation, not accuracy. More rating choices enables poor performance management, in my mind. The key is in the conversation, not the tool or the ratings, so don’t spend an inordinate amount of time here.
Performance management, conversations, dialog, and setting expectations ARE keys, so there’s the real focus. To that end…
- Train your managers. It needn’t be a two-day seminar, but give your managers the communication tools they need to do this effectively. Your success – and your company – depends on it.
- Use performance reviews as the foundation for year-long conversations about performance expectations and management. Set clear measurements. Revisit them frequently. Give periodic metric updates. Prevent surprises and manage performance in real-time. Help managers learn how to manage performance through conversations first; reviews, then, merely memorialize those performance conversations.
Performance matters. We all know this intuitively, yet we wrestle with the best way to manage that performance in our workplace. Own the process, decide that it’s about success, not perfection, and schedule that conversation.
Our success depends on it.
by D. Kevin Berchelmann | Jan 30, 2014 | Brazen Leader, Miscellaneous Business Topics
Training is
essential for success—always has been, always will be. But like everything
else, not all training is created equally. Nor is there one-size fits
all when it comes to employee training (leadership, technical, interpersonal,
whatever). Some things to consider…
- Don’t dump
into training. In the short term, an employee will only rise as high as his or
her trainer. Put an idiot in charge of training, and don’t be surprised when
you’ve got intellectually challenged drones rolling off the assembly-line.
- Segment or
modularize training. It’s true that “the brain can only absorb what the butt
can endure.” Thinking you can sit a plebe in a classroom setting (or technical
training scenario) for five straight days and them actuallylearn
anything, well, that evensounds stupid. Create useable, absorbable
chunks of homogeneous learning. Send ‘em out, and let them try it on for size.
Bring ‘em back and try some more…
- Don’t train on
anything unless you’re certain it’s a training opportunity. If an employee’s
job is to press the big red button when the big black dial reaches “10,” and
they don’t, it’s likely not a training challenge. We frequently confuse
training needs with corrective actions, and sometimes even discipline. They are
neither. Training is for—and only for—demonstrated skills shortfalls.
Olympic athletes
need training; professional actors and musicians need training. Even the best
professional sports players in the world need training. It’s only in business
where we think, “…nah, she’ll be ok. She can just learn by watching Bob.”
Dumb, dumb, dumb.
But that’s just me…
KB
by Triangle Performance Staff | Jan 16, 2014 | Executive Improvement, Kevin Berchelmann, Miscellaneous Business Topics
The name Tony Dungy may ring a bell for many of you, but his name may not be readily paired with the following quote:
“The first step toward creating an improved future is developing the ability to envision it. Vision will ignite the fire of passion that fuels our commitment to do whatever it takes to achieve excellence. Only vision allows us to transform dreams of greatness into the reality of achievement through human action. Vision has no boundaries and knows no limits. Our vision is what we become in life”
While Tony may not be recognized by most as a leader of organizational transformation, I’ll bet that most of the players he coached along the way might disagree. The lesson in Tony’s words is summed up as “vision is where transformation begins; it provides both the destination and the inspiration needed for successful transformation.”
So what is this vision thing? In simplest terms vision can be defined as a “unique image of the future.” It is imaging what is possible–and then telling others. It begins in the mind’s eye–it is visual, not verbal—and it uses imagination (something many of us haven’t used for a while in our daily work).
Walt Disney was a great example. He died shortly before Disney World Florida was opened. The president of Disney introduced Walt’s widow Lillian Disney at the official opening with the words “I only wish Walt could have seen this.” Mrs. Disney walked to the podium and uttered just two words “He did.” The clarity of Walt’s vision for what could be is what inspired Walt’s brother Roy, to ensure that Disneyland ended up as more than just a vision.
Some belittle the concept and refer to it as the “vision thing.” Interestingly enough Bennis and Nanus discovered in their research that “attention through vision” was a key strategy in their study of the top 90 business leaders. So there must be something to that “vision thing.”
Here are some things to know about the power of vision as the cornerstone of transformation efforts.
- It differentiates your organization from others
- It helps in attracting, inspiring and retaining employees and creates a uniqueness that fosters pride
- Vision works the same way with customers as it does employees
- Vision is a powerful tool for giving investors something to believe in as the future is created
Effective leaders don’t simply impose their vision on others; they recruit others to a share vision. Especially in our digital age, when power tends to coalesce around ideas, not position. Selling and engaging others with a vision that contrasts the present with the possibility of a different future provides hope and it is hope that drives people to behave differently and to take action to help the vision become a reality. Discretionary effort ensues.
So how then does a leader access this “vision thing”? It starts with a word: Neoteny. Defined as “the retention of youthful qualities by adults,” it is actually much more. Neoteny is a Greek word that literally means the retention of those wonderful qualities that we associate with youth. Qualities like curiosity, eagerness, warmth, and energy. People are attracted to realistic optimism–it gives a leader the power to recruit others to buy into what they see.
By the way, this “vision thing” is not about words on a wall in the reception area. This is about the pictures that employees carry in their heads, pictures that inspire, direct and drive them as part of something bigger than themselves.
With a clear vision in place the only other things needed are the commitment and determination to continually reach toward the vision when it would be easier to go back to the way it was. So spend some time thinking about the vision that you carry in your head, articulate it and then spread it. Leading transformation starts with the leader seeing that “what is” is no longer an option, and then developing clarity about what is to be and then communicating the heck out of it. That is how championship teams and businesses are created.
by D. Kevin Berchelmann | Jan 13, 2014 | Executive Improvement, Kevin Berchelmann, Miscellaneous Business Topics
One big, happy family… right?
Bain Capital. McKinsey. Deloitte… don’t take just my word for it; the single biggest reason for merger or acquisition failure is NOT costs, lack of synergy, incompatible strategy, etc.
It’s people. Failure to integrate cultures, directions, leadership and communities within an organization result in more failures than any market disapproval could muster.
Pay attention here: you’re paying big bucks for – usually – more than a simple asset. Realistically, even simple “asset purchases” are hoping for more than a simple Return on Asset; we’re always hoping for bigger, better returns that can only happen through the newly combined workforce talent. Again, “people.”
Let’s get right to it. I’m assuming you’ve competently determined that the merger or acquisition is a logical addition to your business. The technical part is fairly simple… a bunch of spreadsheets, a month or two of due diligence to verify the lofty promises, assurances, and statements from management. Now, let’s work on the more fickle side…
The most important thing to remember is communication.
Frequent, informative, helpful communications. The initial merger time is the most critical, since many of the employees in the acquired company will “overthink” the event, and may believe they will be summarily replaced.
Or, more important to key performers, that they’ll lose their “key performer” status.
Frankly, you may actually WANT to lose some of them, but don’t you want the opportunity, at least, to have some input to who stays and who goes?
If you intend to make cuts, announce them and do them quickly. The longer it takes, the worse the retention results. Be sure, if staff cuts will occur, that they occur on both “sides” of the merger equation, if you really want a successful post-merger story.
Read this closely: the longer you take to make the “who stays and goes” determination, the more high performers you lose. It really is that simple. Mediocre and poor performers simply fret endlessly, duck for cover, and hope to go unnoticed.
High performers don’t look at life – or their careers – that way.
And they have no intention of waiting around to see if you’ll give them a thumbs-up or thumbs-down. These people are infinitely employable, have probably got feelers out already, and in the absence of anyone helping them do differently, will look out for their own well-being.
Even to your detriment.
Next, assess the acquired company’s culture and strengths, and make the determination on what “works” for you, and what doesn’t. Once you determine what the “combined” culture will look like, no compromise — on either “side.”
Read that again. No Compromise. On the bus or off the bus. No one rides along for sightseeing. If someone – particular if influential and/or in leadership – gets to publicly buck the “new deal.” Like the three musketeers, it’s “All for One!.”
Remember — and this is ultra-important — there can only be ONE culture. Anything else will lead to fragmented actions, loyalties, and lack of direction.
Finally, be frank and open with the process. The worst thing that could happen is that the acquired employees lose trust in your integration process – they already ‘suspect’ you may not have their best interests at heart.
If my concepts above aren’t specific enough, here’s some detail on crafting a successful integration:
- Create an employee integration plan immediately. It takes hours, not days, don’t dilly-dally. Communicate that plan to others (both ‘”sides”).
- Execute to that plan immediately, quickly, and strongly. Patton was correct: “A good plan, violently executed now, is better than a perfect plan next week.”
Time is not on your side here. The longer it takes, the worse the outcome… guaranteed.
- Decide where you’ll compromise — and where not — and hold firm.
- Communicate, communicate, and over-communicate. Rinse and repeat. Even “nothing new to report” is better than silence.
People fill ‘unknowns’ with their own “knowns,” and they are generally not the information you’d prefer them using to make decisions.
- Clearly define roles, accountabilities, reporting relationships, and performance expectations. It’s the very core of the employee agreement.
- “It ain’t over ’till it’s over.” Don’t declare integration ‘victory’ too soon.
Prematurely hailing success has killed many an integration, as a couple of key people/groups look around and say “not from where I sit, bubba.”
Good luck. Fun but challenging stuff…
But that’s just me…
by D. Kevin Berchelmann | Oct 14, 2013 | Executive Improvement, Kevin Berchelmann, Miscellaneous Business Topics
Sometimes definitions can help. In improving leadership talent, it really does matter.
In the classic movie “Princess Bride,” Vizzini was fond of saying “Inconceivable!” every time something occurred that surprised him. Not once, but three of four times before Inigo Montoya (Mandy Patinton of Criminal Minds fame) finally said, “You keep using that word—I do not think it means what you think it means.”
Great word, sounded neat, not used correctly. The same frequently holds true when we use words like “Training,” “Coaching,” and “Development” interchangeably. They don’t mean the same thing, and their differences matter.
Training is foundational. It’s providing information, processes and methodology, in a controlled setting. It makes someone qualified to learn the job. Note I didn’t say “qualified to do the job,” but “qualified to learn the job.” Too often we like to think that Training = Qualified. It doesn’t. After training, people need relevant application and experience to actually master the skills trained. And they’ll need Coaching.
Coaching speeds up the experiential process, ensuring that an employee is gaining applicable skills as quickly as possible, and avoiding undue distractions in their growth. Sometimes remedial in nature, other times aimed at making good performance even better, coaching is always skill-specific, connecting the knowledge gained from Training to the relevance and proficiency acquired through practice and experience.
Development is preparation for growth and further success. It’s not about honing skills required currently, nor is it Coaching for improved performance, even for high performers. Development is providing new experiences and understandings in areas, topics, and focus not specific to an employee’s current job. Those last seven words are important: … not specific to an employee’s current job. (admit it, you went back and counted those words, didn’t you?). And unlike Training and Coaching —both specific, finite efforts—Development is programmatic, an ongoing process. Empowering to do part of a supervisor’s job could be development, as could be rotational assignments, higher-level skills training (leadership for non-leaders, for example), and most real mentoring efforts.
Development gets a lot more press than its brethren mentioned above, since most true empowerment effort are a form of development, and those frequently create that holy grail, “Discretionary Effort,” simply defined as those added efforts that employees are not required to give.
Now you get to say, “I do not think it means what you think it means.” And of course, you can carry a cool sword.
by D. Kevin Berchelmann | May 28, 2011 | Brazen Leader, Human Resources, Kevin Berchelmann, Miscellaneous Business Topics, Organizational Effectiveness
According to the DOL’s Bureau of Labor Statistics, about 12.5 percent of wage and salary workers were union members this year, unchanged from the year before. Union membership rate has continued its steady decline, from a high of over 20 percent in 1983.
Some additional tidbits:
— There are nearly 15.7 million union members
— Over 70% of all union members are public/government employees, including civil service, fire, police, teachers, etc.
— Private industry union membership remains less than 8%.
— Black workers were more likely to be union members than were white, Asian, or Hispanic workers.
— Men were more likely than women to be union members.
— Workers in the public sector had a union membership rate more than
four times that of private-sector employees.
The largest numbers of union members lived in California (2.4 million) and New York (2.1 million). Just over half of all union members in the U.S. lived in six states — California, New York, Illinois, Michigan, Ohio, and New Jersey — though these states accounted for slightly less than one-third of wage and salary employment nationally.
Texas, though having the second-largest number of employees, had less than one-fourth as many union members as New York, despite having nearly 1.5 million more wage and salary employees.
So, that’s all good, right???
Though unions are certainly weakening in private industry, don’t fall asleep at the wheel just yet. The news of their death has been a little exaggerated.
For instance: “Change to Win” is a new coalition of seven unions (UNITE HERE, Teamsters, Laborers, UFCW, United Farm Workers, Carpenters, and SEIU. The “Change to Win Federation” was created in late 2005 when those unions split from the AFL-CIO over disagreements in spending — the AFL-CIO was focusing on politics and legislation, while the newly-formed Federation believes the focus should be on grass-roots, aggressive organizing, via targeted corporate campaigns.
The Change to Win plan of attack created at their recent convention in Las Vegas calls for an unprecedented organizing campaign aimed at “core industries” of the member unions. The Change to Win unions already represent workers in each of these industries, and include:
** Transportation
** Distribution
** Retail
** Construction
** Leisure and hospitality
** Health care
** Property services
** Food production and processing
The Las Vegas gathering created local multi-union teams that will work together to increase union density in each of these “core” industries on a local or regional basis.
This “Change to Win Federation” also announced multiple targeted organizing drives at the convention. According to news reports, these priority campaigns included a company-wide corporate campaign led by the UFCW against a meat packing company to compel union recognition at a pork processing plant in North Carolina. The union has twice been rejected by the employees at that plant in NLRB-conducted secret ballot elections, and thus the union is reverting this time to the corporate campaign strategy to force “top-down” organizing.
New Tactics
Given free choice on union representation, exercised via secret ballot elections, employees reject unionization almost half the time. Because of this, unions have turned to a “less-friendly” approach, called the “corporate campaign.” Here, union organizers tries to pressure company executives to submit to the union’s demands. They attempt to force recognition via a “card check” instead of the normal election.
Get a load of this: One UNITE HERE union official dismissed the democratic election process spelled out by the NLRB, saying that “there’s no reason to subject the workers to an election.” Another union official actually said, “we don’t do elections.”
Incredible. Simply incredible.
So, “they could never convince me to accept union demands,” eh?? Some tactics they use include:
* Filing charges with the NLRB, Internal Revenue Service, Department of Labor (OSHA and wage-hour complaints), and other agencies that regulate the employer’s business.
* Filing class actions and other lawsuits alleging various trumped-up violations, discrimination, etc.
* Pressuring banks and other lenders, and others within the financial community, with threats of union boycotts against those lenders.
* Picketing at the homes, clubs, private gatherings and offices of corporate executives and board members.
* Purchasing stock and attending shareholder meetings to challenge top executives and board members regarding various policies.
It can get messy. As always, an ounce of prevention is worth a pound of cure.
Regardless of dirty tactics, unions will only work for strongholds where they believe they can effect publicly noticable change. We can immunize ourselves by simply managing. Manage your companies well, including proper oversight of policies, procedures, and practices that directly impact your employees. Remember that “details matter” to rank and file employees, and not every economic downturn or business cycle needs to be placed on their backs. It means remembering that almost 90% of your employees live paycheck-to-paycheck, so small percentages really do matter.
Pay attention and manage your business. Though I don’t subscribe to the axiom, “Companies get the unions they deserve,” I do believe that good managers can prevent unions — under any circumstances.
Stay focused…
