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Organisation Development
Developing healthy organisations
Curated by David Hain
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How Revamping Your Performance Management Leads to Higher Employee Engagement

How Revamping Your Performance Management Leads to Higher Employee Engagement | Organisation Development | Scoop.it

There are some recurring themes among these issues such as clear communication for alignment of objectives and employee engagement in the workplace. One solution that companies are looking into to address these issues is to revamp their performance management system. Long gone are the traditional annual performance appraisals.

 

Companies are looking for social, agile, and innovative ways to make performance reviews more regular with real-time feedback. Managers are becoming coaches and 1:1 coaching sessions are employee driven Managers are becoming coaches and 1:1 coaching sessions are employee driven.


Via Vicki Kossoff @ The Learning Factor
David Hain's insight:

Perfrmance management is necessary, but we can make it better and more relevant!

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Vicki Kossoff @ The Learning Factor's curator insight, November 27, 2013 5:45 PM

It has become a known fact that nowadays, the average worker stays in each job for 4.4 years.The new wave of Generation Y workers entering the workforce will stay in a job for less than 3 years

Rescooped by David Hain from Agile Learning
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What Can Swarms Teach Us About Teams and High Performance?

What Can Swarms Teach Us About Teams and High Performance? | Organisation Development | Scoop.it

"Do you want your organization to behave in a more collaborative way? For better results, try taking some cues from nature."

 

The notion of “swarming” to assemble a cross-functional or cross-departmental team, could be considered a key factor in an organization’s ability to develop and thrive.

 

Gartner described a work swarm as a “flurry of collective activity” to deal with non-routine workplace problems or opportunities. Without this option, organizations can fall short in their quest to respond to stressors (or opportunities) in quickly changing internal and external environments.

 

....Building a pipeline of talent is imperative with swarming – but this should be developed in a manner that is meaningful. Mapping the skills and strengths of potential team players within relevant industries, becomes a critical goal.

 

Furthermore, teaming applications (like Jostle), can also help document the evolving skill sets of potential contributors.

 

Related posts by Deb:

 

Co-Creation in Theory U: Leading from the Future as it Emerges & the Road to Commitment    Team Shift & Change: Growing Team Performance in Membership, Control to Reach Goal    Defining High Performing Teams: Deb’s Upcoming Speaking Events


Via Deb Nystrom, REVELN
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Deb Nystrom, REVELN's curator insight, August 22, 2013 9:47 AM

If you want to jump start an exploration of swarming, look at large group methods  that are swarm friendly, including Open Space Technology - photos here.


Also, this article reminds me of the Membership, Control, Goal simple model that helps create movement & synergy in a team.


I'm encouraged by organizations looking seriously into swarming support and creating more  permeable boundaries around formerly rigid roles.   ~  Deb

Deb Nystrom, REVELN's curator insight, August 22, 2013 10:23 AM

Agile Learning include teams including flexible, adaptable conditions, vs. more rigid hierarchies, that allow teams to develop.  ~  D

Deb Nystrom, REVELN's curator insight, November 7, 2013 11:07 AM

A post that gathered interest  right away on the Talent and Performance Development curation stream.  Note the key aspect, "non-routine" workplace problems or opportunities. "


Don't we all have these?  Are we ready to respond to non-standard events, "anti-fragile?"


From  Talent and Performance Development, which also features recent articles on performance metrics and management (reinvention.)

~  Deb 

Rescooped by David Hain from If you lead them, they will follow!
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Peer Performance Reviews - Reviewed

Peer Performance Reviews - Reviewed | Organisation Development | Scoop.it
Some companies are doing away with traditional top-down, manager-led performance reviews and relying on the rank-and-file for employee evaluations.

 

The system provides more valuable information about each worker's performance than a review by just one person would, Mr. Garrity says. That's particularly true at Hearsay Social, because it has very few formal managers, most employees work across multiple teams, and leadership changes from project to project.

 

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"We are decentralizing as much decision making as we can, so we also need to decentralize reviews..." 

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"We are decentralizing as much decision making as we can, so we also need to decentralize reviews," says Steve Garrity, the chief technology officer.  at Hearsay Social Inc., a San Francisco-based social-media software company with some 90 employees.

 

But the process, which the firm plans to do twice a year, is also time-consuming and complicated, he says, and it may not work as the employee count grows. 

 

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...crowdsourced feedback may not provide better data....feedback may gravitate toward positive and negative extremes...

 

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...Crowdsourced evaluations go a step beyond traditional 360-degree reviews, which are generally more structured and often involve lengthy surveys.   

 

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 "...Another potential downside is "rating fatigue" and lower quality information..."

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But critics argue that crowdsourced feedback may not provide better data. Like online restaurant or product reviews, feedback may gravitate toward positive and negative extremes, says Tracy Maylett, chief executive of DecisionWise.   ...Another potential downside is "rating fatigue" and lower quality information, he adds.


Via Deb Nystrom, REVELN, Robin Martin
David Hain's insight:

Fascinating experiment - hope it works!

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Deb Nystrom, REVELN's curator insight, July 14, 2013 2:57 PM

Assessing the "why" of these processes are key.  For example, the goals of peer review may fit the type of work that happens in  team oriented cultures of a certain size.  360 feedback is also best for newer to mid-level managers, open to development.  ~  D

Robin Martin's curator insight, July 15, 2013 9:30 PM

Just think of how productive and beneficial this could be for a small team. After all, no one knows more about a team member better than another member of the team!