Books
Lucy Adams

HR Disrupted

    dikaca1672has quotedlast year
    • Giving feedback as equal to equal means your staff will feel more comfortable talking about their shortcomings, as well as how their managers could help them more effectively.
    • Encouraging staff to seek feedback from their managers enables them to become more proactive in other areas as well.
    Consumers
    • Being given feedback informally and on the job means staff are more likely to change their behaviour for the better.
    • Having a range of feedback mechanisms means your people are more likely to engage with what they hear.
    Human beings
    • Not categorising your employees by rating means they will feel more motivated.
    • Moving away from an annual system takes account of everyone’s need for more regular feedback.
    • Setting team objectives encourages closer team working.
    VShas quotedlast year
    and to decide what changes to make for the future
    VShas quotedlast year
    which I still love with all my heart
    VShas quotedlast year
    to make people work cross-functionally
    VShas quotedlast year
    for those who work in HR
    VShas quotedlast year
    a couple of years ago
    VShas quotedlast year
    This sounds extreme
    Annisia Baehakihas quotedlast year
    treated drivers like children and discouraged them from thinking for themselves
    Annisia Baehakihas quotedlast year
    The best process in the world isn’t going to make someone a competent manager, so shoe-horning him into a procedure to make him give feedback to his team isn’t going to help. If someone is no good at managing then he shouldn’t be in a leadership role in the first place.
    Annisia Baehakihas quotedlast year
    Ask yourself whether your HR procedures are designed to protect your organisation against any eventuality, rather than to help people do a better job. Because one thing is certain – there are not enough rules in the world to keep everyone completely safe.
    Annisia Baehakihas quotedlast year
    To me, our real issue was this particular producer didn’t embrace the ethos of the BBC. We didn’t need yet more rules and procedures. Instead of dealing robustly with this one individual we were about to patronise, annoy, and frustrate all our sensible employees who would never have dreamed of doing such a thing.
    Annisia Baehakihas quotedlast year
    Not only is this parent-child relationship unsustainable in a modern age, it also creates an environment in which people are unprepared to challenge authority, speak up, try something new, and take risks.
    Annisia Baehakihas quoted2 years ago
    So what does this have to do with treating employees as adults rather than children? It’s this: when you consider the relationship HR managers have with their employees, ‘trust’ is not the first word that springs to mind. In fact, the starting point is more likely to be one of parent to child, and it generally takes two forms.
    Annisia Baehakihas quoted2 years ago
    Employees as Adults, Consumers, and Human beings.
    Annisia Baehakihas quoted2 years ago
    Every HR person I’ve ever met or worked with cares enormously about what he or she does, works extremely hard, and often takes a lot of flak. We all deserve better, but we have to give better by providing the services that actually work and make a difference.
    Annisia Baehakihas quoted2 years ago
    Second, I began to see that all through my HR years I’d been applying a clunky, one-size-fits-all approach to workforces that were incredibly diverse. At the BBC, for instance, a manager in his 50s who’d worked there all his career was being treated the same as a young, second-job Radio 1 producer; we weren’t taking account of their differences in personality and career stage, or their preferences for how they wanted to be managed.
    Annisia Baehakihas quoted2 years ago
    I discovered that although HR has been a professional discipline for decades, it still has no real understanding of how human beings respond, build relationships, and are motivated.
    Annisia Baehakihas quoted2 years ago
    First, I realised the starting point for the way HR traditionally sees the workforce is this:
    we know best and we don’t trust you as a manager to do the right thing, so we’re going to create a process for you that you have to follow. We’ll check you’ve followed it (because we don’t trust you), which means we’ll feel better because we know you’re doing it.
    Annisia Baehakihas quoted2 years ago
    ‘Why are you always doing these things that are so demotivating for us?’
    Annisia Baehakihas quoted2 years ago
    surely they could see how this framework was going to help them deliver better news content and improve their productivity?
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