“The best corporate strategy can fail at implementation without a human capital strategy supporting it.”
The Critical Importance of the Job Benchmark
I recently met with a client, and while we were discussing an employee performance issue, I asked a very simple question: “How is your employee performing against the benchmark?” Since many conversations on the topic of employee performance often center around an employee in isolation or comparing an employee relative to other employees, we are constantly using inherently biased and subjective information when assessing an employee.
With that backdrop, we discussed how the employee was being evaluated relative to:
Busy is Not a Metric
During our conversation, we moved away from how busy the employee was since ‘Busy is not a metric.’ It was determined that this employee was being highly paid relative to both the work being done and the work the employee chose not to do. I then asked if my client felt they were funding underperformance. I was surprised when the response was, ’We are not just funding underperformance; we are ‘bonusing’ underperformance.” That critical moment in our conversation resonated with both of us. And the response should resonate with you, too.
Managing Human Capital Risk – Macro Issues
You are only as strong as your weakest link.
Is your organization actively and rigorously working to mitigate your people's risk? Here are strategic organizational issues to consider:
If these are issues that you would like to explore with your organization, we invite you to download our latest "Managing Human Capital Risk" checklist, or you can also schedule a complimentary assessment with a member of our team.