Strategic Performance Insights https://www.phoenixstrategicperformance.com/blog Discover the latest human capital and performance management insights, news and trends from Phoenix Strategic Performance. en-us Thu, 21 Jul 2022 02:04:07 GMT 2022-07-21T02:04:07Z en-us Joanne Toth Flynn Launches New Book, Accelerating Business Success: The Human Asset Management Strategy https://www.phoenixstrategicperformance.com/blog/joanne-toth-flynn-launches-new-book-accelerating-business-success-the-human-asset-management-strategy <div class="hs-featured-image-wrapper"> <a href="https://www.phoenixstrategicperformance.com/blog/joanne-toth-flynn-launches-new-book-accelerating-business-success-the-human-asset-management-strategy" title="" class="hs-featured-image-link"> <img src="https://www.phoenixstrategicperformance.com/hubfs/1329050%20PSP%20Book%20Launch_2%201200x628_033022.jpg" alt="Accelerating Business Success" class="hs-featured-image" style="width:auto !important; max-width:50%; float:left; margin:0 15px 15px 0;"> </a> </div> <p><a href="https://app.hubspot.com/payments/VSOLE4BCRie?referrer=PAYMENT_LINK"></a><br>Joanne Toth Flynn is excited to announce the launch of her new book,<span style="font-weight: bold;">&nbsp;</span><a href="https://www.phoenixstrategicperformance.com/accelerating-business-success" title="Accelerating Business Success, The Human Asset Management Strategy" style="font-weight: bold;">Accelerating Business Success, The Human Asset Management Strategy</a><span style="font-weight: bold;">.</span></p> <p>Today, business is operating in a newly-defined future based on disruption, advanced automation, AI, and complex, global, geopolitical economics. Our current human capital structures may no longer be valid. These structures need to be continually reassessed and our organizations and structures reinvented to align with new operating paradigms.</p> <p>This book presents approaches, tools, and techniques for establishing a Human Asset Management Strategy as a core organizational strategy based on the evolving business environment. This strategy takes traditional asset management approaches and expands those approaches for use in today's human capital world. The approach evaluates your human assets as:</p> <ul> <li><strong>Value Creators</strong> – Appreciating in Value</li> <li><strong>Value Sustainers</strong> – Maintaining their Value</li> <li><strong>Value Eroders</strong> – Depreciating in Value</li> </ul> <div class="hs-featured-image-wrapper"> <a href="https://www.phoenixstrategicperformance.com/blog/joanne-toth-flynn-launches-new-book-accelerating-business-success-the-human-asset-management-strategy" title="" class="hs-featured-image-link"> <img src="https://www.phoenixstrategicperformance.com/hubfs/1329050%20PSP%20Book%20Launch_2%201200x628_033022.jpg" alt="Accelerating Business Success" class="hs-featured-image" style="width:auto !important; max-width:50%; float:left; margin:0 15px 15px 0;"> </a> </div> <p><a href="https://app.hubspot.com/payments/VSOLE4BCRie?referrer=PAYMENT_LINK"></a><br>Joanne Toth Flynn is excited to announce the launch of her new book,<span style="font-weight: bold;">&nbsp;</span><a href="https://www.phoenixstrategicperformance.com/accelerating-business-success" title="Accelerating Business Success, The Human Asset Management Strategy" style="font-weight: bold;">Accelerating Business Success, The Human Asset Management Strategy</a><span style="font-weight: bold;">.</span></p> <p>Today, business is operating in a newly-defined future based on disruption, advanced automation, AI, and complex, global, geopolitical economics. Our current human capital structures may no longer be valid. These structures need to be continually reassessed and our organizations and structures reinvented to align with new operating paradigms.</p> <p>This book presents approaches, tools, and techniques for establishing a Human Asset Management Strategy as a core organizational strategy based on the evolving business environment. This strategy takes traditional asset management approaches and expands those approaches for use in today's human capital world. The approach evaluates your human assets as:</p> <ul> <li><strong>Value Creators</strong> – Appreciating in Value</li> <li><strong>Value Sustainers</strong> – Maintaining their Value</li> <li><strong>Value Eroders</strong> – Depreciating in Value</li> </ul> <img src="https://track.hubspot.com/__ptq.gif?a=380864&amp;k=14&amp;r=https%3A%2F%2Fwww.phoenixstrategicperformance.com%2Fblog%2Fjoanne-toth-flynn-launches-new-book-accelerating-business-success-the-human-asset-management-strategy&amp;bu=https%253A%252F%252Fwww.phoenixstrategicperformance.com%252Fblog&amp;bvt=rss" alt="" width="1" height="1" style="min-height:1px!important;width:1px!important;border-width:0!important;margin-top:0!important;margin-bottom:0!important;margin-right:0!important;margin-left:0!important;padding-top:0!important;padding-bottom:0!important;padding-right:0!important;padding-left:0!important; "> Accelerating Business Success Sun, 03 Apr 2022 01:28:00 GMT https://www.phoenixstrategicperformance.com/blog/joanne-toth-flynn-launches-new-book-accelerating-business-success-the-human-asset-management-strategy 2022-04-03T01:28:00Z Phoenix Strategic Performance The “Effortless Organization” Takes A Lot of Effort https://www.phoenixstrategicperformance.com/blog/effortless-organization-takes-a-lot-of-effort-part-1 <div class="hs-featured-image-wrapper"> <a href="https://www.phoenixstrategicperformance.com/blog/effortless-organization-takes-a-lot-of-effort-part-1" title="" class="hs-featured-image-link"> <img src="https://www.phoenixstrategicperformance.com/hubfs/Stock%20images/Back%20view%20of%20businessman%20looking%20at%20mechanism%20of%20cogwheels.jpeg" alt="Effortless Organization" class="hs-featured-image" style="width:auto !important; max-width:50%; float:left; margin:0 15px 15px 0;"> </a> </div> <p><br>Does your organization have a structure that has both a hierarchy and matrix structure? To clarify:<br><br></p> <ul> <li><span style="color: #2e1757;"><strong>Hierarchy</strong></span> - A hierarchy structure is the traditional organizational structure broken down into functions. A manager heads up the function with employees reporting to the manager. It is depicted in the typical organization chart format.<br><br></li> <li><strong><span style="color: #2e1757;">Matrix</span></strong> - A matrix structure is a fluid ‘structure’ that is typically described by the following statement: “<em>This is the org chart, but here is how the organization really works.”</em> It is depicted by an ‘organigram’© that is a spaghetti chart of interlinked solid and dotted lines. The solid lines represent the traditional organization chart. The dotted lines represent the fluid matrix interactions.</li> </ul> <p><br>If your answer to the above question is yes, then you are like many other organizations. As the nature of work has changed over the years, the matrix organization has evolved to become today’s new normal. In a matrix organization, your people need to be responsive to a functional boss but also accountable and responsive to the many others in the matrix with whom they are linked, represented by the organigram’s dotted lines.<br><br>In the matrix organization, the rules of engagement are gray and cloudy, and the skills that are needed are both the knowledge skills and, just as importantly, the soft skills. In the matrix organization, when things are working correctly, getting the work done looks effortless. However, effortless takes a lot of effort. But when things go wrong in the matrix, they go very wrong. To make the matrix work effortlessly, employees need to know what is expected of them (covered in our next blog) and the skills they need to make the matrix work.</p> <div class="hs-featured-image-wrapper"> <a href="https://www.phoenixstrategicperformance.com/blog/effortless-organization-takes-a-lot-of-effort-part-1" title="" class="hs-featured-image-link"> <img src="https://www.phoenixstrategicperformance.com/hubfs/Stock%20images/Back%20view%20of%20businessman%20looking%20at%20mechanism%20of%20cogwheels.jpeg" alt="Effortless Organization" class="hs-featured-image" style="width:auto !important; max-width:50%; float:left; margin:0 15px 15px 0;"> </a> </div> <p><br>Does your organization have a structure that has both a hierarchy and matrix structure? To clarify:<br><br></p> <ul> <li><span style="color: #2e1757;"><strong>Hierarchy</strong></span> - A hierarchy structure is the traditional organizational structure broken down into functions. A manager heads up the function with employees reporting to the manager. It is depicted in the typical organization chart format.<br><br></li> <li><strong><span style="color: #2e1757;">Matrix</span></strong> - A matrix structure is a fluid ‘structure’ that is typically described by the following statement: “<em>This is the org chart, but here is how the organization really works.”</em> It is depicted by an ‘organigram’© that is a spaghetti chart of interlinked solid and dotted lines. The solid lines represent the traditional organization chart. The dotted lines represent the fluid matrix interactions.</li> </ul> <p><br>If your answer to the above question is yes, then you are like many other organizations. As the nature of work has changed over the years, the matrix organization has evolved to become today’s new normal. In a matrix organization, your people need to be responsive to a functional boss but also accountable and responsive to the many others in the matrix with whom they are linked, represented by the organigram’s dotted lines.<br><br>In the matrix organization, the rules of engagement are gray and cloudy, and the skills that are needed are both the knowledge skills and, just as importantly, the soft skills. In the matrix organization, when things are working correctly, getting the work done looks effortless. However, effortless takes a lot of effort. But when things go wrong in the matrix, they go very wrong. To make the matrix work effortlessly, employees need to know what is expected of them (covered in our next blog) and the skills they need to make the matrix work.</p> <img src="https://track.hubspot.com/__ptq.gif?a=380864&amp;k=14&amp;r=https%3A%2F%2Fwww.phoenixstrategicperformance.com%2Fblog%2Feffortless-organization-takes-a-lot-of-effort-part-1&amp;bu=https%253A%252F%252Fwww.phoenixstrategicperformance.com%252Fblog&amp;bvt=rss" alt="" width="1" height="1" style="min-height:1px!important;width:1px!important;border-width:0!important;margin-top:0!important;margin-bottom:0!important;margin-right:0!important;margin-left:0!important;padding-top:0!important;padding-bottom:0!important;padding-right:0!important;padding-left:0!important; "> Human Capital Human Resources Human Asset Management Performance Management Tue, 02 Mar 2021 18:15:00 GMT jflynn@phoenixstrategicperformance.com (Joanne Flynn) https://www.phoenixstrategicperformance.com/blog/effortless-organization-takes-a-lot-of-effort-part-1 2021-03-02T18:15:00Z The Pros and Cons of Working Remotely + 10 Key Observations https://www.phoenixstrategicperformance.com/blog/pros-cons-working-remotely <div class="hs-featured-image-wrapper"> <a href="https://www.phoenixstrategicperformance.com/blog/pros-cons-working-remotely" title="" class="hs-featured-image-link"> <img src="https://www.phoenixstrategicperformance.com/hubfs/Happy%20relaxed%20young%20woman%20sitting%20in%20her%20kitchen%20with%20a%20laptop%20in%20front%20of%20her%20stretching%20her%20arms%20above%20her%20head%20and%20looking%20out%20of%20the%20window%20with%20a%20smile.jpeg" alt="Working Remotely" class="hs-featured-image" style="width:auto !important; max-width:50%; float:left; margin:0 15px 15px 0;"> </a> </div> <p><strong><em><br>So, now your employees want to continue to work remotely. Let’s take a look at the pros and cons from both the employee and employer perspective.<br><br></em></strong>In response to COVID-19 and quarantine restrictions, many employees were forced to work remotely. A situation that would have once seemed inconceivable, has now become a reality. As many employees have started to now return to the office, what are the pros and cons of working remotely?<br><br><span style="color: #990836; font-size: 16px;"><strong>From the Employee Perspective:&nbsp;<br><br></strong></span><em><strong>Pros of Working Remotely</strong></em></p> <ul> <li><em>Working remotely really suits my lifestyle.</em></li> </ul> <ul> <li><em>I can get my work done so why do I need to go back to the office? I have flexibility about when I put my 8 hours in.</em><em style="background-color: transparent;">&nbsp;</em></li> </ul> <ul> <li><em>Why does the company need to spend money on office space? I can work from anywhere.&nbsp; Why don’t they give me the money instead of using it for a facility?&nbsp;</em></li> </ul> <ul> <li><em>Can’t I work part-time from home and part-time in the office?</em></li> </ul> <ul> <li><em>I really like not having to get dressed up for work.</em></li> </ul> <div class="hs-featured-image-wrapper"> <a href="https://www.phoenixstrategicperformance.com/blog/pros-cons-working-remotely" title="" class="hs-featured-image-link"> <img src="https://www.phoenixstrategicperformance.com/hubfs/Happy%20relaxed%20young%20woman%20sitting%20in%20her%20kitchen%20with%20a%20laptop%20in%20front%20of%20her%20stretching%20her%20arms%20above%20her%20head%20and%20looking%20out%20of%20the%20window%20with%20a%20smile.jpeg" alt="Working Remotely" class="hs-featured-image" style="width:auto !important; max-width:50%; float:left; margin:0 15px 15px 0;"> </a> </div> <p><strong><em><br>So, now your employees want to continue to work remotely. Let’s take a look at the pros and cons from both the employee and employer perspective.<br><br></em></strong>In response to COVID-19 and quarantine restrictions, many employees were forced to work remotely. A situation that would have once seemed inconceivable, has now become a reality. As many employees have started to now return to the office, what are the pros and cons of working remotely?<br><br><span style="color: #990836; font-size: 16px;"><strong>From the Employee Perspective:&nbsp;<br><br></strong></span><em><strong>Pros of Working Remotely</strong></em></p> <ul> <li><em>Working remotely really suits my lifestyle.</em></li> </ul> <ul> <li><em>I can get my work done so why do I need to go back to the office? I have flexibility about when I put my 8 hours in.</em><em style="background-color: transparent;">&nbsp;</em></li> </ul> <ul> <li><em>Why does the company need to spend money on office space? I can work from anywhere.&nbsp; Why don’t they give me the money instead of using it for a facility?&nbsp;</em></li> </ul> <ul> <li><em>Can’t I work part-time from home and part-time in the office?</em></li> </ul> <ul> <li><em>I really like not having to get dressed up for work.</em></li> </ul> <img src="https://track.hubspot.com/__ptq.gif?a=380864&amp;k=14&amp;r=https%3A%2F%2Fwww.phoenixstrategicperformance.com%2Fblog%2Fpros-cons-working-remotely&amp;bu=https%253A%252F%252Fwww.phoenixstrategicperformance.com%252Fblog&amp;bvt=rss" alt="" width="1" height="1" style="min-height:1px!important;width:1px!important;border-width:0!important;margin-top:0!important;margin-bottom:0!important;margin-right:0!important;margin-left:0!important;padding-top:0!important;padding-bottom:0!important;padding-right:0!important;padding-left:0!important; "> Change Management Human Capital Human Asset Management Tue, 16 Jun 2020 17:45:00 GMT jflynn@phoenixstrategicperformance.com (Joanne Flynn) https://www.phoenixstrategicperformance.com/blog/pros-cons-working-remotely 2020-06-16T17:45:00Z How to Make Your Training and Development Content Stick https://www.phoenixstrategicperformance.com/blog/training-development-how-to-make-it-stick <div class="hs-featured-image-wrapper"> <a href="https://www.phoenixstrategicperformance.com/blog/training-development-how-to-make-it-stick" title="" class="hs-featured-image-link"> <img src="https://www.phoenixstrategicperformance.com/hubfs/Swim%20Lane%20Flow%20Chart%20Image.png" alt="Training and Development" class="hs-featured-image" style="width:auto !important; max-width:50%; float:left; margin:0 15px 15px 0;"> </a> </div> <p style="font-size: 14px; text-align: left;"><span style="color: #2c343a;"><br>This is a guest blog post written by Rodney Nelson, Vice President of Client Operations for the Arizona Manufacturing Extension Partnership.</span></p> <p style="font-size: 16px; text-align: left;"><span style="color: #990836;"><strong><em><br>A Multi-Faceted Process Flowchart Approach</em></strong></span></p> <p><br>For the past four years, I have been supporting local Arizona manufacturing businesses providing them with a wide range of organizational development and training services. What I have found is that these businesses are looking for training they believe will help their teams and companies work more efficiently. Whether a company is choosing to do a single or numerous training and development sessions, the chance of that training sticking past the first two weeks is very slim.</p> <p><strong><span style="font-size: 16px; color: #2e1757;"><br>How Can You ‘Make It Stick’?&nbsp; </span><br></strong>The “it” could be any type of change where employees are learning a new skill and are expected to use that skill going forward. Yes, we have all heard the saying, “<em>you need management buy-in</em>” but, unfortunately, that is not enough. Management’s expectations need to be documented all the way down the chain of command and <strong>we need to hold both the workers and supervisors accountable.</strong></p> <div class="hs-featured-image-wrapper"> <a href="https://www.phoenixstrategicperformance.com/blog/training-development-how-to-make-it-stick" title="" class="hs-featured-image-link"> <img src="https://www.phoenixstrategicperformance.com/hubfs/Swim%20Lane%20Flow%20Chart%20Image.png" alt="Training and Development" class="hs-featured-image" style="width:auto !important; max-width:50%; float:left; margin:0 15px 15px 0;"> </a> </div> <p style="font-size: 14px; text-align: left;"><span style="color: #2c343a;"><br>This is a guest blog post written by Rodney Nelson, Vice President of Client Operations for the Arizona Manufacturing Extension Partnership.</span></p> <p style="font-size: 16px; text-align: left;"><span style="color: #990836;"><strong><em><br>A Multi-Faceted Process Flowchart Approach</em></strong></span></p> <p><br>For the past four years, I have been supporting local Arizona manufacturing businesses providing them with a wide range of organizational development and training services. What I have found is that these businesses are looking for training they believe will help their teams and companies work more efficiently. Whether a company is choosing to do a single or numerous training and development sessions, the chance of that training sticking past the first two weeks is very slim.</p> <p><strong><span style="font-size: 16px; color: #2e1757;"><br>How Can You ‘Make It Stick’?&nbsp; </span><br></strong>The “it” could be any type of change where employees are learning a new skill and are expected to use that skill going forward. Yes, we have all heard the saying, “<em>you need management buy-in</em>” but, unfortunately, that is not enough. Management’s expectations need to be documented all the way down the chain of command and <strong>we need to hold both the workers and supervisors accountable.</strong></p> <img src="https://track.hubspot.com/__ptq.gif?a=380864&amp;k=14&amp;r=https%3A%2F%2Fwww.phoenixstrategicperformance.com%2Fblog%2Ftraining-development-how-to-make-it-stick&amp;bu=https%253A%252F%252Fwww.phoenixstrategicperformance.com%252Fblog&amp;bvt=rss" alt="" width="1" height="1" style="min-height:1px!important;width:1px!important;border-width:0!important;margin-top:0!important;margin-bottom:0!important;margin-right:0!important;margin-left:0!important;padding-top:0!important;padding-bottom:0!important;padding-right:0!important;padding-left:0!important; "> Human Capital Human Resources Human Asset Management Performance Management Tue, 07 Apr 2020 16:00:00 GMT jflynn@phoenixstrategicperformance.com (Joanne Flynn) https://www.phoenixstrategicperformance.com/blog/training-development-how-to-make-it-stick 2020-04-07T16:00:00Z The 7 Next Steps to Complete After Your Performance Reviews https://www.phoenixstrategicperformance.com/blog/performance-reviews-are-done-7-essential-next-steps <div class="hs-featured-image-wrapper"> <a href="https://www.phoenixstrategicperformance.com/blog/performance-reviews-are-done-7-essential-next-steps" title="" class="hs-featured-image-link"> <img src="https://www.phoenixstrategicperformance.com/hubfs/Stock%20images/Attractive%20young%20female%20business%20executive%20conducting%20a%20job%20interview%20sitting%20at%20her%20desk%20reading%20the%20candidates%20curriculum%20vitae.jpeg" alt="Performance Reviews" class="hs-featured-image" style="width:auto !important; max-width:50%; float:left; margin:0 15px 15px 0;"> </a> </div> <p style="text-align: center; font-size: 16px;"><span style="color: #990836;"><strong><em><br>How to Keep Your Human Capital Continuous Improvement Process</em></strong><strong><em>© Continuous<br></em></strong></span></p> <p><br>Now that your performance review process is over, and the forms are all filed away, the important part of the job awaits! Reviews should not be done for the sake of reviews and end up in the HR department. The review process should be the first step in the many steps of the ongoing employee development process.<br><br><strong><span style="color: #990836; font-size: 14px;"><span style="color: #2e1757;">So, What Comes Next?</span> </span><br></strong>In a robust human capital continuous improvement process, it’s time to make sure that employee performance and capacity stays aligned with:&nbsp;</p> <ul> <li>Strategic goals and initiatives of the organization</li> <li>Skills and knowledge needed to stay relevant with the evolving business skills and tools for today and tomorrow<br><br></li> </ul> <p><span style="color: #990836;"><strong><span style="color: #2e1757;">1. Create Individual Employee Development Plans</span> <br></strong></span>It’s time to data-mine the rich information in the Performance Reviews and identify the gaps in knowledge, skills and tools. From that information, create an on-going monthly / quarterly development plan for each employee. In today’s changing world, skills are eroding faster than before and new knowledge and skills are required to help employees stay current and relevant to the job demands and optimize the many business tools available. Development plans are the mechanism to ensure that employee skills and knowledge stay aligned with organizational goals. <br><strong><br>Here are some skills to evaluate:</strong></p> <ul> <li>Technical Knowledge and Skills</li> <li>Business Tools Knowledge and Skills</li> <li>Professional Skills (communication, critical thinking, effective presentations, etc.)</li> <li>Leadership Skills (at all levels)</li> <li>Customer Experience / Culture Skills</li> </ul> <div class="hs-featured-image-wrapper"> <a href="https://www.phoenixstrategicperformance.com/blog/performance-reviews-are-done-7-essential-next-steps" title="" class="hs-featured-image-link"> <img src="https://www.phoenixstrategicperformance.com/hubfs/Stock%20images/Attractive%20young%20female%20business%20executive%20conducting%20a%20job%20interview%20sitting%20at%20her%20desk%20reading%20the%20candidates%20curriculum%20vitae.jpeg" alt="Performance Reviews" class="hs-featured-image" style="width:auto !important; max-width:50%; float:left; margin:0 15px 15px 0;"> </a> </div> <p style="text-align: center; font-size: 16px;"><span style="color: #990836;"><strong><em><br>How to Keep Your Human Capital Continuous Improvement Process</em></strong><strong><em>© Continuous<br></em></strong></span></p> <p><br>Now that your performance review process is over, and the forms are all filed away, the important part of the job awaits! Reviews should not be done for the sake of reviews and end up in the HR department. The review process should be the first step in the many steps of the ongoing employee development process.<br><br><strong><span style="color: #990836; font-size: 14px;"><span style="color: #2e1757;">So, What Comes Next?</span> </span><br></strong>In a robust human capital continuous improvement process, it’s time to make sure that employee performance and capacity stays aligned with:&nbsp;</p> <ul> <li>Strategic goals and initiatives of the organization</li> <li>Skills and knowledge needed to stay relevant with the evolving business skills and tools for today and tomorrow<br><br></li> </ul> <p><span style="color: #990836;"><strong><span style="color: #2e1757;">1. Create Individual Employee Development Plans</span> <br></strong></span>It’s time to data-mine the rich information in the Performance Reviews and identify the gaps in knowledge, skills and tools. From that information, create an on-going monthly / quarterly development plan for each employee. In today’s changing world, skills are eroding faster than before and new knowledge and skills are required to help employees stay current and relevant to the job demands and optimize the many business tools available. Development plans are the mechanism to ensure that employee skills and knowledge stay aligned with organizational goals. <br><strong><br>Here are some skills to evaluate:</strong></p> <ul> <li>Technical Knowledge and Skills</li> <li>Business Tools Knowledge and Skills</li> <li>Professional Skills (communication, critical thinking, effective presentations, etc.)</li> <li>Leadership Skills (at all levels)</li> <li>Customer Experience / Culture Skills</li> </ul> <img src="https://track.hubspot.com/__ptq.gif?a=380864&amp;k=14&amp;r=https%3A%2F%2Fwww.phoenixstrategicperformance.com%2Fblog%2Fperformance-reviews-are-done-7-essential-next-steps&amp;bu=https%253A%252F%252Fwww.phoenixstrategicperformance.com%252Fblog&amp;bvt=rss" alt="" width="1" height="1" style="min-height:1px!important;width:1px!important;border-width:0!important;margin-top:0!important;margin-bottom:0!important;margin-right:0!important;margin-left:0!important;padding-top:0!important;padding-bottom:0!important;padding-right:0!important;padding-left:0!important; "> Human Capital Human Resources Human Asset Management Performance Management Thu, 12 Mar 2020 18:00:00 GMT jflynn@phoenixstrategicperformance.com (Joanne Flynn) https://www.phoenixstrategicperformance.com/blog/performance-reviews-are-done-7-essential-next-steps 2020-03-12T18:00:00Z Is it Time to Review Your Performance Review? https://www.phoenixstrategicperformance.com/blog/is-it-time-to-review-your-performance-review <div class="hs-featured-image-wrapper"> <a href="https://www.phoenixstrategicperformance.com/blog/is-it-time-to-review-your-performance-review" title="" class="hs-featured-image-link"> <img src="https://www.phoenixstrategicperformance.com/hubfs/Close%20up%20Two%20Happy%20Young%20Businesswomen%20at%20the%20Office%20Talking%20About%20Business%20Report%20on%20Paper..jpeg" alt="Is it Time to Review Your Performance Review?" class="hs-featured-image" style="width:auto !important; max-width:50%; float:left; margin:0 15px 15px 0;"> </a> </div> <p><span style="background-color: transparent;"><br>Like everything else in business today that is undergoing constant growth and change, the strategic review of the Performance Review process is not exempt. Too often, outdated, irrelevant performance review forms, which drive the performance review process, are kept in place without question.&nbsp; However, this form should be in a state of constant review, since strategically-aligned performance is critical to any high-growth organization.</span></p> <p>As often as your strategy is reviewed, that’s how often your performance review form should be reviewed, as well.&nbsp; <em>Why?&nbsp;</em> The accompanying job description will likely be evolving and / or completely changing.&nbsp; And, as new skills are required to perform a task, these new skills and competencies must be reevaluated, as well.<br><br><span style="color: #2e1757;"><strong>A Typical Example&nbsp; </strong></span></p> <p>A paper-intensive and manual ordering process has been replaced by a software application that virtually eliminates paper from the process.&nbsp; This will allow orders to bypass the customer service department and move directly into the fulfillment department.&nbsp; Only exceptional cases will now be handled by the customer service department.&nbsp; The clerical function of routinely double checking for correct orders and sales tax has been replaced by software.&nbsp; Four things will happen:</p> <div class="hs-featured-image-wrapper"> <a href="https://www.phoenixstrategicperformance.com/blog/is-it-time-to-review-your-performance-review" title="" class="hs-featured-image-link"> <img src="https://www.phoenixstrategicperformance.com/hubfs/Close%20up%20Two%20Happy%20Young%20Businesswomen%20at%20the%20Office%20Talking%20About%20Business%20Report%20on%20Paper..jpeg" alt="Is it Time to Review Your Performance Review?" class="hs-featured-image" style="width:auto !important; max-width:50%; float:left; margin:0 15px 15px 0;"> </a> </div> <p><span style="background-color: transparent;"><br>Like everything else in business today that is undergoing constant growth and change, the strategic review of the Performance Review process is not exempt. Too often, outdated, irrelevant performance review forms, which drive the performance review process, are kept in place without question.&nbsp; However, this form should be in a state of constant review, since strategically-aligned performance is critical to any high-growth organization.</span></p> <p>As often as your strategy is reviewed, that’s how often your performance review form should be reviewed, as well.&nbsp; <em>Why?&nbsp;</em> The accompanying job description will likely be evolving and / or completely changing.&nbsp; And, as new skills are required to perform a task, these new skills and competencies must be reevaluated, as well.<br><br><span style="color: #2e1757;"><strong>A Typical Example&nbsp; </strong></span></p> <p>A paper-intensive and manual ordering process has been replaced by a software application that virtually eliminates paper from the process.&nbsp; This will allow orders to bypass the customer service department and move directly into the fulfillment department.&nbsp; Only exceptional cases will now be handled by the customer service department.&nbsp; The clerical function of routinely double checking for correct orders and sales tax has been replaced by software.&nbsp; Four things will happen:</p> <img src="https://track.hubspot.com/__ptq.gif?a=380864&amp;k=14&amp;r=https%3A%2F%2Fwww.phoenixstrategicperformance.com%2Fblog%2Fis-it-time-to-review-your-performance-review&amp;bu=https%253A%252F%252Fwww.phoenixstrategicperformance.com%252Fblog&amp;bvt=rss" alt="" width="1" height="1" style="min-height:1px!important;width:1px!important;border-width:0!important;margin-top:0!important;margin-bottom:0!important;margin-right:0!important;margin-left:0!important;padding-top:0!important;padding-bottom:0!important;padding-right:0!important;padding-left:0!important; "> Human Capital Human Resources Human Asset Management Performance Management Tue, 07 Jan 2020 17:00:00 GMT jflynn@phoenixstrategicperformance.com (Joanne Flynn) https://www.phoenixstrategicperformance.com/blog/is-it-time-to-review-your-performance-review 2020-01-07T17:00:00Z 6 Fundamental Organizational Structures You Can't Live Without https://www.phoenixstrategicperformance.com/blog/6-organizational-structures-your-organization-cant-live-without <div class="hs-featured-image-wrapper"> <a href="https://www.phoenixstrategicperformance.com/blog/6-organizational-structures-your-organization-cant-live-without" title="" class="hs-featured-image-link"> <img src="https://www.phoenixstrategicperformance.com/hubfs/1396311_PSPOrgStructureBlogwithPSPImage_2_062422%20%281%29.jpg" alt="6 Fundamental Organizational Structures You Can't Live Without" class="hs-featured-image" style="width:auto !important; max-width:50%; float:left; margin:0 15px 15px 0;"> </a> </div> <p>&nbsp;</p> <p style="text-align: left;"><span style="font-size: 14px;"><em>Would you build a house without a sturdy foundation?&nbsp;</em>W</span>hen I speak with start-up-to-growth companies about how they value robust organizational structures, the first response is typically, “<em>We don’t want to introduce anything into our organization that makes us look like big, old-fashioned companies.</em>”&nbsp;<br><br>I can understand their sentiment; however, by simply dismissing anything that appears to be ‘big company focused,’ you eliminate fundamental best practices that work for all organizations. The trick is to introduce the best practices that create an excellent structural foundation without introducing the additional layers of bureaucracy that can negatively encumber a start-up-to-growth company. So how do you manage the proper balance?&nbsp;<br><br></p> <p style="font-size: 16px;"><span style="color: #990836;"><strong><span style="font-size: 18px;">Here are 6 Organizational Structures Your Company Can No Longer Do Without</span></strong></span></p> <p>&nbsp;</p> <p><span style="color: #2e1757;"><strong>Step 1: A CURRENT ORGANIZATION CHART</strong></span></p> <p>Every organization with more than five people needs an organization chart. The organizational chart captures how the organization is structured, who reports to whom, and who is functionally responsible and accountable for each task. When a company is small, people often wear many hats. They are busy doing a lot of different things but likely not responsible for specific functions. A company without an organization chart is potentially an entity that <em>is busy but chaotic and focused on getting things done now with a potential accountability gap.</em></p> <div class="hs-featured-image-wrapper"> <a href="https://www.phoenixstrategicperformance.com/blog/6-organizational-structures-your-organization-cant-live-without" title="" class="hs-featured-image-link"> <img src="https://www.phoenixstrategicperformance.com/hubfs/1396311_PSPOrgStructureBlogwithPSPImage_2_062422%20%281%29.jpg" alt="6 Fundamental Organizational Structures You Can't Live Without" class="hs-featured-image" style="width:auto !important; max-width:50%; float:left; margin:0 15px 15px 0;"> </a> </div> <p>&nbsp;</p> <p style="text-align: left;"><span style="font-size: 14px;"><em>Would you build a house without a sturdy foundation?&nbsp;</em>W</span>hen I speak with start-up-to-growth companies about how they value robust organizational structures, the first response is typically, “<em>We don’t want to introduce anything into our organization that makes us look like big, old-fashioned companies.</em>”&nbsp;<br><br>I can understand their sentiment; however, by simply dismissing anything that appears to be ‘big company focused,’ you eliminate fundamental best practices that work for all organizations. The trick is to introduce the best practices that create an excellent structural foundation without introducing the additional layers of bureaucracy that can negatively encumber a start-up-to-growth company. So how do you manage the proper balance?&nbsp;<br><br></p> <p style="font-size: 16px;"><span style="color: #990836;"><strong><span style="font-size: 18px;">Here are 6 Organizational Structures Your Company Can No Longer Do Without</span></strong></span></p> <p>&nbsp;</p> <p><span style="color: #2e1757;"><strong>Step 1: A CURRENT ORGANIZATION CHART</strong></span></p> <p>Every organization with more than five people needs an organization chart. The organizational chart captures how the organization is structured, who reports to whom, and who is functionally responsible and accountable for each task. When a company is small, people often wear many hats. They are busy doing a lot of different things but likely not responsible for specific functions. A company without an organization chart is potentially an entity that <em>is busy but chaotic and focused on getting things done now with a potential accountability gap.</em></p> <img src="https://track.hubspot.com/__ptq.gif?a=380864&amp;k=14&amp;r=https%3A%2F%2Fwww.phoenixstrategicperformance.com%2Fblog%2F6-organizational-structures-your-organization-cant-live-without&amp;bu=https%253A%252F%252Fwww.phoenixstrategicperformance.com%252Fblog&amp;bvt=rss" alt="" width="1" height="1" style="min-height:1px!important;width:1px!important;border-width:0!important;margin-top:0!important;margin-bottom:0!important;margin-right:0!important;margin-left:0!important;padding-top:0!important;padding-bottom:0!important;padding-right:0!important;padding-left:0!important; "> Human Resources Human Asset Management Thu, 03 Oct 2019 19:15:00 GMT jflynn@phoenixstrategicperformance.com (Joanne Flynn) https://www.phoenixstrategicperformance.com/blog/6-organizational-structures-your-organization-cant-live-without 2019-10-03T19:15:00Z Why You Should Integrate Job Descriptions Into Your Performance Review https://www.phoenixstrategicperformance.com/blog/another-task-for-the-simple-job-description-performance-review-process <div class="hs-featured-image-wrapper"> <a href="https://www.phoenixstrategicperformance.com/blog/another-task-for-the-simple-job-description-performance-review-process" title="" class="hs-featured-image-link"> <img src="https://www.phoenixstrategicperformance.com/hubfs/Business%20people%20working%20together%20on%20laptop%20in%20office%20at%20desk.jpeg" alt="Why You Should Integrate Job Descriptions Into Your Performance Review" class="hs-featured-image" style="width:auto !important; max-width:50%; float:left; margin:0 15px 15px 0;"> </a> </div> <p><br>As you prepare for a robust performance review discussion with your employee, you will likely encounter at least one of the following situations:<br><br></p> <ul> <li><span style="color: #990836;"><strong><em>That’s not my job</em></strong></span><em><br>The employee who should be doing more tasks but <strong>has conveniently reshaped their job</strong> to include the functions they enjoy doing and eliminate the functions they don’t like or don’t know how to do</em></li> </ul> <ul> <li><span style="color: #990836;"><strong><em>It takes two people to do one person’s job</em></strong></span><em> <br>The employee who has the knowledge and skills to perform the tasks and responsibilities of the full job description but doesn’t have the confidence to do those tasks and responsibilities at 100%, <strong>on their own,</strong> without constant reinforcement from the manager or other employees.</em></li> </ul> <ul> <li><span style="color: #990836;"><strong><em>The helicopter manager syndrome</em></strong></span><em><br>The employee who can perform their tasks and responsibilities when the manager hovers over them, but the minute the manager stops hovering, <strong>the caliber of the work slips again</strong>. This employee can do the job, but either can’t or won’t sustain peak performance on their own.</em></li> </ul> <p>&nbsp;</p> <p>What do all these employees have in common?&nbsp; They are all busy doing work but, when measured against the the job description benchmark, they all fall short of ideal performance.&nbsp;<br><br>In a recent meeting with managers, we were discussing the elements of conducting a successful performance review meeting and the following questions came up:</p> <ul> <li><span style="color: #2e1757;"><em>How do we hold an employee accountable for increased performance?<br><br></em></span></li> <li><span style="color: #2e1757;"><em>What if the employee thinks they are doing a great job and doesn’t agree with us?<br><br></em></span></li> <li><span style="color: #2e1757;"><em>How do we keep the conversation from going around in circles and not achieving consensus or agreement on performance standards?</em></span></li> </ul> <p><br></p> <div class="hs-featured-image-wrapper"> <a href="https://www.phoenixstrategicperformance.com/blog/another-task-for-the-simple-job-description-performance-review-process" title="" class="hs-featured-image-link"> <img src="https://www.phoenixstrategicperformance.com/hubfs/Business%20people%20working%20together%20on%20laptop%20in%20office%20at%20desk.jpeg" alt="Why You Should Integrate Job Descriptions Into Your Performance Review" class="hs-featured-image" style="width:auto !important; max-width:50%; float:left; margin:0 15px 15px 0;"> </a> </div> <p><br>As you prepare for a robust performance review discussion with your employee, you will likely encounter at least one of the following situations:<br><br></p> <ul> <li><span style="color: #990836;"><strong><em>That’s not my job</em></strong></span><em><br>The employee who should be doing more tasks but <strong>has conveniently reshaped their job</strong> to include the functions they enjoy doing and eliminate the functions they don’t like or don’t know how to do</em></li> </ul> <ul> <li><span style="color: #990836;"><strong><em>It takes two people to do one person’s job</em></strong></span><em> <br>The employee who has the knowledge and skills to perform the tasks and responsibilities of the full job description but doesn’t have the confidence to do those tasks and responsibilities at 100%, <strong>on their own,</strong> without constant reinforcement from the manager or other employees.</em></li> </ul> <ul> <li><span style="color: #990836;"><strong><em>The helicopter manager syndrome</em></strong></span><em><br>The employee who can perform their tasks and responsibilities when the manager hovers over them, but the minute the manager stops hovering, <strong>the caliber of the work slips again</strong>. This employee can do the job, but either can’t or won’t sustain peak performance on their own.</em></li> </ul> <p>&nbsp;</p> <p>What do all these employees have in common?&nbsp; They are all busy doing work but, when measured against the the job description benchmark, they all fall short of ideal performance.&nbsp;<br><br>In a recent meeting with managers, we were discussing the elements of conducting a successful performance review meeting and the following questions came up:</p> <ul> <li><span style="color: #2e1757;"><em>How do we hold an employee accountable for increased performance?<br><br></em></span></li> <li><span style="color: #2e1757;"><em>What if the employee thinks they are doing a great job and doesn’t agree with us?<br><br></em></span></li> <li><span style="color: #2e1757;"><em>How do we keep the conversation from going around in circles and not achieving consensus or agreement on performance standards?</em></span></li> </ul> <p><br></p> <img src="https://track.hubspot.com/__ptq.gif?a=380864&amp;k=14&amp;r=https%3A%2F%2Fwww.phoenixstrategicperformance.com%2Fblog%2Fanother-task-for-the-simple-job-description-performance-review-process&amp;bu=https%253A%252F%252Fwww.phoenixstrategicperformance.com%252Fblog&amp;bvt=rss" alt="" width="1" height="1" style="min-height:1px!important;width:1px!important;border-width:0!important;margin-top:0!important;margin-bottom:0!important;margin-right:0!important;margin-left:0!important;padding-top:0!important;padding-bottom:0!important;padding-right:0!important;padding-left:0!important; "> Human Resources Human Asset Management Performance Management Mon, 19 Aug 2019 21:15:00 GMT jflynn@phoenixstrategicperformance.com (Joanne Flynn) https://www.phoenixstrategicperformance.com/blog/another-task-for-the-simple-job-description-performance-review-process 2019-08-19T21:15:00Z Joanne Flynn Joins CEO Solutions Alliance to Deliver Comprehensive Solutions to C-Suite Executives https://www.phoenixstrategicperformance.com/blog/joanne-flynn-joins-ceo-solutions-alliance-to-deliver-comprehensive-solutions-to-c-suite-executives <div class="hs-featured-image-wrapper"> <a href="https://www.phoenixstrategicperformance.com/blog/joanne-flynn-joins-ceo-solutions-alliance-to-deliver-comprehensive-solutions-to-c-suite-executives" title="" class="hs-featured-image-link"> <img src="https://380864.fs1.hubspotusercontent-na1.net/hub/380864/hubfs/Picture1.png?width=262&amp;name=Picture1.png" alt="CEO Solutions" class="hs-featured-image" style="width:auto !important; max-width:50%; float:left; margin:0 15px 15px 0;"> </a> </div> <p><br>We are delighted to announce that Joanne Flynn, Founder and Managing Director of Phoenix Strategic Performance, is now also a Principal with<span>&nbsp;</span><a href="https://ceo.solutions/?utm_campaign=Phoenix%20Strategic%20Performance&amp;utm_source=hs_email&amp;utm_medium=email&amp;_hsenc=p2ANqtz-8Ce_KilcCj27grgxDQwfCjAlubnosERyEXeD0H-PWQgclGw1x3n4JQOfUbXWregbxvZQXo">CEO Solutions Alliance</a>, providing real solutions to CEO’s.&nbsp;</p> <div class="hs-featured-image-wrapper"> <a href="https://www.phoenixstrategicperformance.com/blog/joanne-flynn-joins-ceo-solutions-alliance-to-deliver-comprehensive-solutions-to-c-suite-executives" title="" class="hs-featured-image-link"> <img src="https://380864.fs1.hubspotusercontent-na1.net/hub/380864/hubfs/Picture1.png?width=262&amp;name=Picture1.png" alt="CEO Solutions" class="hs-featured-image" style="width:auto !important; max-width:50%; float:left; margin:0 15px 15px 0;"> </a> </div> <p><br>We are delighted to announce that Joanne Flynn, Founder and Managing Director of Phoenix Strategic Performance, is now also a Principal with<span>&nbsp;</span><a href="https://ceo.solutions/?utm_campaign=Phoenix%20Strategic%20Performance&amp;utm_source=hs_email&amp;utm_medium=email&amp;_hsenc=p2ANqtz-8Ce_KilcCj27grgxDQwfCjAlubnosERyEXeD0H-PWQgclGw1x3n4JQOfUbXWregbxvZQXo">CEO Solutions Alliance</a>, providing real solutions to CEO’s.&nbsp;</p> <img src="https://track.hubspot.com/__ptq.gif?a=380864&amp;k=14&amp;r=https%3A%2F%2Fwww.phoenixstrategicperformance.com%2Fblog%2Fjoanne-flynn-joins-ceo-solutions-alliance-to-deliver-comprehensive-solutions-to-c-suite-executives&amp;bu=https%253A%252F%252Fwww.phoenixstrategicperformance.com%252Fblog&amp;bvt=rss" alt="" width="1" height="1" style="min-height:1px!important;width:1px!important;border-width:0!important;margin-top:0!important;margin-bottom:0!important;margin-right:0!important;margin-left:0!important;padding-top:0!important;padding-bottom:0!important;padding-right:0!important;padding-left:0!important; "> Phoenix Strategic Performance Human Asset Management Performance Management Thu, 08 Aug 2019 20:05:00 GMT jflynn@phoenixstrategicperformance.com (Joanne Flynn) https://www.phoenixstrategicperformance.com/blog/joanne-flynn-joins-ceo-solutions-alliance-to-deliver-comprehensive-solutions-to-c-suite-executives 2019-08-08T20:05:00Z Why Job Descriptions Should be at the Center of Your Organization https://www.phoenixstrategicperformance.com/blog/why-job-descriptions-should-be-at-the-center-of-your-organization <div class="hs-featured-image-wrapper"> <a href="https://www.phoenixstrategicperformance.com/blog/why-job-descriptions-should-be-at-the-center-of-your-organization" title="" class="hs-featured-image-link"> <img src="https://www.phoenixstrategicperformance.com/hubfs/Businesswoman%20pointing%20at%20a%20growing%20chart%20during%20a%20meeting%20in%20the%20meeting%20room.jpeg" alt="Why Job Descriptions Should be at the Center of Your Organization" class="hs-featured-image" style="width:auto !important; max-width:50%; float:left; margin:0 15px 15px 0;"> </a> </div> <h3><strong><em><span style="color: #990836;"><br>HUMAN ASSET MANAGEMENT STRATEGY AND THE CONTINUOUS IMPROVEMENT LOOP</span><br><br></em></strong></h3> <p>Why do organizations invest time and effort into continuous process improvement and stop there? When the responsibility for continuous process improvement is driven by people, shouldn’t there also be an aligned <a href="https://www.phoenixstrategicperformance.com/blog/job-descriptions-anchor-of-human-asset-management-strategy">Human Asset Continuous Improvement Loop</a> for the people who drive the process?</p> <p>&nbsp;</p> <p><span style="color: #2e1757;"><strong>How often do the following questions come up?</strong></span></p> <ul> <li>Why aren’t my people coming up with solutions to problems they encounter?</li> <li>Why can’t employees see beyond the next step?</li> <li>Why isn’t the quality control / assurance function as proactive as it should be?</li> <li>What has happened to the disappearing skills of: <ul> <li>Trend Spotting?</li> <li>Problem Identification?</li> <li>Problem Solving?</li> <li>Critical Thinking?</li> </ul> </li> <li>Why aren’t people planning, recommending and thinking about business impact analysis?</li> </ul> <div class="hs-featured-image-wrapper"> <a href="https://www.phoenixstrategicperformance.com/blog/why-job-descriptions-should-be-at-the-center-of-your-organization" title="" class="hs-featured-image-link"> <img src="https://www.phoenixstrategicperformance.com/hubfs/Businesswoman%20pointing%20at%20a%20growing%20chart%20during%20a%20meeting%20in%20the%20meeting%20room.jpeg" alt="Why Job Descriptions Should be at the Center of Your Organization" class="hs-featured-image" style="width:auto !important; max-width:50%; float:left; margin:0 15px 15px 0;"> </a> </div> <h3><strong><em><span style="color: #990836;"><br>HUMAN ASSET MANAGEMENT STRATEGY AND THE CONTINUOUS IMPROVEMENT LOOP</span><br><br></em></strong></h3> <p>Why do organizations invest time and effort into continuous process improvement and stop there? When the responsibility for continuous process improvement is driven by people, shouldn’t there also be an aligned <a href="https://www.phoenixstrategicperformance.com/blog/job-descriptions-anchor-of-human-asset-management-strategy">Human Asset Continuous Improvement Loop</a> for the people who drive the process?</p> <p>&nbsp;</p> <p><span style="color: #2e1757;"><strong>How often do the following questions come up?</strong></span></p> <ul> <li>Why aren’t my people coming up with solutions to problems they encounter?</li> <li>Why can’t employees see beyond the next step?</li> <li>Why isn’t the quality control / assurance function as proactive as it should be?</li> <li>What has happened to the disappearing skills of: <ul> <li>Trend Spotting?</li> <li>Problem Identification?</li> <li>Problem Solving?</li> <li>Critical Thinking?</li> </ul> </li> <li>Why aren’t people planning, recommending and thinking about business impact analysis?</li> </ul> <img src="https://track.hubspot.com/__ptq.gif?a=380864&amp;k=14&amp;r=https%3A%2F%2Fwww.phoenixstrategicperformance.com%2Fblog%2Fwhy-job-descriptions-should-be-at-the-center-of-your-organization&amp;bu=https%253A%252F%252Fwww.phoenixstrategicperformance.com%252Fblog&amp;bvt=rss" alt="" width="1" height="1" style="min-height:1px!important;width:1px!important;border-width:0!important;margin-top:0!important;margin-bottom:0!important;margin-right:0!important;margin-left:0!important;padding-top:0!important;padding-bottom:0!important;padding-right:0!important;padding-left:0!important; "> Human Resources Organizational Alignment & Effectiveness Human Asset Management Thu, 16 May 2019 21:00:00 GMT jflynn@phoenixstrategicperformance.com (Joanne Flynn) https://www.phoenixstrategicperformance.com/blog/why-job-descriptions-should-be-at-the-center-of-your-organization 2019-05-16T21:00:00Z