Hierarchical organizational models aren’t just being turned upside down—they’re being deconstructed from the inside out. Businesses are reinventing themselves to operate as networks of teams to keep pace with the challenges of a fluid, unpredictable world.
According to a Deloitte Survey, 92 percent of companies believe that redesigning the organization is very important or important, making it No. 1 in ranked importance among this year’s respondents.
This is music to my ears!
For too long, companies have spent too long tweaking round the edges on lost causes such as Employee Engagement.
What is the point of 'happy workers' doing the 'wrong work'?
The next step is harder, but here are some tips on where companies can start :-
Set up a real-time information network: Look at how people seek and find information today using design thinking.Eliminate organizational layers: Question the role and the need for middle managers.Rethink your rewards and goals: Optimize performance management around “team performance” and “team leadership” Adopt new team-based tools: Put in place tools and measurement systems that encourage people to move between teams.Let teams set their own goals: Teams should be held accountable for results.Communicate shared vision and values from top leaders: Encourage senior leaders to focus on strategy, vision, and direction.
Because I’m an HCM nerd, I spent some time analyzing dozens of lists of New Year’s predictions about what will shape the HCM world in 2016 and beyond. The goal of this pseudo-scientific exercise ...
Gary Johnsen's insight:
HCM trends comparing 2004 to 2016. Nice summary of what is happening in HR
Erica Bank describes how Deloitte reinvented its performance management practices to break down silos between performance management, talent management, leadership development, and employee engagement.
Gary Johnsen's insight:
Good summary of how Deloitte is changing performance management
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