Ere webex retention and growth july 22 2010
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Transcript of Ere webex retention and growth july 22 2010
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Link Your Strategies for Retention and Growth!
Performance Management, Data Management and Succession Planning
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Agenda
Clearly defined objectives, the key to effective performance management
The intersection of tactical and strategic skills Succession planning as a comprehensive, ongoing
activity Bridging generational issues in the workplace Following-up
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Performance Management
A system of inter-related activities that: Involves the employee Is primarily carried out by the supervisor and
higher-level management Is supported by Human Resources Has the goal of improving employee
performance, productivity, motivation, and morale
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How Integrated is Your Performance Management? 1. Managers create objectives with their employees that are
aligned with organizational objectives and meet frequently throughout the year to discuss and review them.
2. Managers create objectives for their employees and have a mid- and end-of-year review.
3. Managers assign objectives to their employees and give an end-of-year appraisal.
4. Organizational objectives aren’t always clearly communicated so it’s hard for managers to set objectives and give feedback.
5. Who’s got time for all these meetings? Just get the work done!
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Measuring Performance
Outputs, not activities Measurable
• Volume • Timeliness • Quality • Efficiency • Cost
Controllable Achievable
Clearly defined objectives are:
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Creating Collaborative Objectives
In order to get employee buy-in to accomplishing goals:
Share higher-level objectives with employee Have employee develop initial set of objectives that
support higher-level objectives Review employee's objectives and negotiate final
objective to mutual satisfaction Agree on what will constitute satisfactory performance
for these objectives Include developmental goals for the employee
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Identifying Competencies To Develop
Strategic • Focuses on long-term competencies
Tactical • Focuses on more immediate results
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Why Manage Performance?
To accomplish goals To improve performance To motivate staff To identify and address performance gaps To develop staff To prepare the next generation of
managers
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What’s Needed to Link Performance and Succession?
To effective manage performance and succession you need the proper support
Performance management system HRIS with PM module Support of senior leadership Succession management process
• Assignments • Rotations • Mentors
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How Integrated is Your Succession Management? 1. Succession management is an ongoing developmental
activity involving managers at multiple levels and addressing all levels of management.
2. Succession management is an activity done annually by senior managers to identify potential future leaders.
3. Succession management is done on an ad hoc basis in the event a senior manager leaves.
4. We have a succession plan for contingencies but it is not updated regularly.
5. We do not have an up-to-date succession plan, our CEO and senior leaders aren’t going anywhere soon.
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Key Elements of Succession Management
A process for identifying high-potential performers Identify high-potential performers
Assess the readiness of high-potential performers Identify future in-demand skills
Employee development Succession planning & management Create a transition process
Alignment with the organization’s goals & practices Fresh strategic input and insights
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Internal Sources
Internal Assessment Programs Performance Appraisals Job Posting System Employee Referrals
Retention is the most cost effective form of recruiting!
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Succession Plans That Work*
Receive visible support from Senior Leadership Are owned by line management and supported
by staff Are simple and tailored to unique
organizational needs Are flexible and linked with strategic
long-range plans Evolve from a thorough human resources
review process
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Succession Plans That Work*
Are based upon well-developed competencies and the objective assessment of candidates
Incorporate employee input Are part of a broader management
development effort Include plans for developmental job
assignments Are integrated with other human resources
systems Emphasize accountability and follow-up
* “Succession Planning,” Lorrina J. Eastman, Center for Creative Leadership, Greensboro, NC
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Succession Management and the Emerging Workforce
Millennials would rather discover than be told Shorter attention spans No more “dues paying” They expect it all and they expect it now They are the chosen generation Twitter mentality Little sense of history
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They expect to be – and will
need to be – managed differently.
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The Seven “C’s”
• Collaboration is essential
• Coaching works better than commanding
• Communication is the key
• Competency and capability rule
• Compromise wins
• Conflict is to be expected
• Commitment counts
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Performance Management and Succession Planning
Performance management and succession planning are,
and must be, complementary activities,
not events.
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Thank You!
Ronald M. Katz, SPHR Penguin Human Resource Consulting LLC
www.PenguinHR.com [email protected]