Strategic Human Capital Insights

One Underperforming Employee and So Many Impacts: A Performance Management Lesson

Posted by Joanne Flynn

10/21/17 10:00 AM


The Statement: “That’s Just Bob Being Bob."

Have you ever heard this statement before, or worse yet, have you ever said those words yourself? I know I have certainly heard those words in every scenario from work to athletics to family, and my emotional response to those words have ranged from frustration, consternation, disgust to despair. 

What does this have to do with Performance Review? Since many of you are in performance review season, consider if you have an employee that you can associate with this statement, “That’s just Bob being Bob”. The situation that causes this statement doesn’t live in organizational isolation. Let’s take a serious look at the negative organizational impacts in the workplace of this statement and the underlying situation.

Here’s a recent and very real situation I witnessed in a store that provides a customer-related service.  I’m sure we have all experienced a situation like this in the workplace. As you read through this situation, think about all possible resulting organizational impacts. As a manager, if you have one of these employees / situations, the performance review process is the perfect time to identify this person and set up a development plan to correct the situation, one way or another!

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Topics: human asset management, human asset management strategy, performance management

A Human Asset Management Strategy (HAMS) Recruiting Challenge

Posted by Joanne Flynn

9/9/17 8:45 AM


Guest Blog: What It Takes to Find the RIGHT Candidate. 

How many times have your hired a candidate, and then found out that the candidate was missing the right skill set? Hiring the right person for the right role at the right time is a strategic organizational responsibility. It starts with developing a detailed role benchmark that includes role responsibilities and competencies / capabilities for the role. This benchmark become the springboard to take a deep dive into a candidate’s background, looking for evidence and examples that align with the role benchmark. 

Since inbound marketing has become so important to many organizations, I felt the below guest blog by Elyse Flynn Meyer would have a direct application to many organizations. 

So, You Want to Hire an Inbound Marketing Expert (excerpt)

4 Questions to Ask to Make Sure You’re Hiring the Right Inbound Marketer to Join Your Team by Elyse Flynn Meyer 

“Finding candidates to fit the niche marketing roles that require an expertise in inbound marketing can be very challenging. Traditional marketing and advertising techniques are taught around the globe in colleges and universities, but unfortunately, inbound marketing is still not a discipline that graduates know when they enter the professional workforce. After graduation, individuals are typically not ready and able to directly jump into inbound marketing roles that require extra training to get fully on-board and learn how it integrates into an overall marketing strategy. The scarcity of digital marketing training, and more specifically, inbound marketing training, can make it all the more difficult to find that perfect inbound marketer for your team. We see this issue over and over again while working with organizations that want to practice inbound marketing, but either don’t have the talent on their team to support the initiative, and / or don’t have the budget or desire to work with an external inbound marketing agency.

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Topics: human asset management, human asset management strategy

Human Asset & Performance Management: Are you ready to meet the ‘Busyness' Challenge?

Posted by Joanne Flynn

8/26/17 10:00 AM

This is part 3 of our blog series on Human Asset & Performance Management. Click here to read the previous blogs in the series.

For as long as we have had the modern organization, employees and managers have said, “We are too busy – we need more help’!  In my 30+ years of working in and advising organizations, that statement is a common thread.

As we enter that ‘special’ time of year on the corporate calendar known as ‘performance review time’, I ask you to incorporate the ‘Busyness Challenge’ into your review process.

What is the ‘Busyness Challenge’?  It’s all about human capital (employees), human capital resource capacity, human capital resource planning and human capital resource forecasting.  Otherwise known as Human Asset Management Strategy© (HAMS).

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Topics: human asset management, human asset management strategy

Human Asset & Performance Management: From Paper to a Digital Platform...Is Your Organization Ready?

Posted by Joanne Flynn

8/5/17 8:45 AM


This is part 2 of our blog series on Human Asset & Performance Management. Click here to read Part 1 of the series.

As organizations look to evaluate performance management processes and shift to a continuous performance review process / system, the questions often asked are, What is a continuous performance review and what has changed to require a fresh approach?”

Are we getting what we need from our current review process? If not, is it time to finally reconcile performance reviews with today’s business and work reality? If business is forward looking, why are our performance review processes backward focused? Continuous performance review is a forward-focused management process, and not an HR process. We must shift our paradigm. Yes, HR is involved, but managers are responsible and accountable for the process.  Gone are the days of saying, “HR is making us do these performance reviews.” You are doing reviews because it’s right for your business and for your employees. 


Yesterday’s Performance Management Process: Assessment

Performance management was done out of HR as a year-end review process focused on pay and promotion. It was a way to rate /assess people and their past performance.

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Topics: human asset management, human asset management strategy

Human Asset & Performance Management: The Future is Now...Is Your Organization Ready?

Posted by Joanne Flynn

7/29/17 8:45 AM

Human Asset Management Strategy (HAMS)© demands a robust and continuous performance review process focused on employee development. You can’t have one without the other.

According to the Harvard Business Review, one third of U.S. companies are revising traditional appraisal processes. Since change is revolutionizing the way we work, it’s time to focus on a continuous performance review process, where robust, two-way feedback is frequent.

Forces Disrupting Traditional Performance Review Processes

Today’s work reality is challenged by multiple and constant disruptors that are putting pressure on organizations and their foundational structures, processes and people. For the near term, one thing is certain, these disruptors are not going away. They are our new normal. We must account for these disruptors as we look at our human assets and how we manage them and their responses / reactions to these disruptors.

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Topics: human asset management, human asset management strategy

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