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Lucy Adams

HR Disrupted

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  • VShas quoted3 years ago
    In some ways we can see
  • Isaac Nwojihas quoted3 years ago
    But because of the way performance management is set up they simply wait to be told how to do it
  • Isaac Nwojihas quoted3 years ago
    hen we trust our employees they’re more likely to behave responsibly and be productive, creative, and forward-thinking. What would you change if your starting point was trust instead of control?
  • Isaac Nwojihas quoted3 years ago
    This wouldn’t be so bad if we in HR carried out our parental duties consistently,
  • Isaac Nwojihas quoted3 years ago
    if your communication isn’t to someone’s liking, it’s on Facebook that evening on the way home from work.
  • Isaac Nwojihas quoted3 years ago
    And to do this we must stop playing the company policeman and learn to be the ‘people experts’ in a radically new way.
  • dikaca1672has quoted5 years ago
    • 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 quoted5 years ago
    and to decide what changes to make for the future
  • VShas quoted5 years ago
    which I still love with all my heart
  • VShas quoted5 years ago
    to make people work cross-functionally
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