Strategic Human Capital Insights

Joanne Flynn Joins CEO Solutions Alliance to Deliver Comprehensive Solutions to C-Suite Executives

Posted by Phoenix Strategic Performance

8/8/19 1:05 PM


We are delighted to announce that Joanne Flynn, Founder and Managing Director of Phoenix Strategic Performance, is now also a Principal with CEO Solutions Alliance, providing real solutions to CEO’s. 

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Topics: Phoenix Strategic Performance, human asset management strategy, performance management

7 Steps to Help Transform Your Organization into a Continuous Employee Improvement Organization

Posted by Joanne Flynn

10/30/18 11:00 AM

Take the Job Description, Performance Review and Development Plan Challenge

It’s Performance Review time for many organizations. However, with the rate of change accelerating and the rate of skills / knowledge obsolescence increasing faster than ever, can you really only review performance once or twice per year?  As managers, how can you even justify that ancient practice?  Today, continuous performance improvement has replaced the time-honored, annual Performance Review process so employees continue to be appreciating human assets that are always aligned with corporate strategy and goals.  It may seem like an onerous, time-consuming process, but is it really?  When viewed through the lens of great management best practices, let’s shift the performance review paradigm to a continuous improvement paradigm where we treat our employees, our human assets, the same way we look at continuous improvement for processes.  Why would we continuously improve processes and not continuously improve people? 

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Topics: Organizational Alignment, human asset management, performance management

How Job Descriptions Can 'Bullet Proof' Your Organization

Posted by Joanne Flynn

8/2/18 9:45 AM


Take Up the Job Description Challenge
Can a simple and often overlooked job description really ‘bullet proof’ your organization? If job descriptions are used strategically to align the organizational goals and results with the individual efforts of the employees, they should. In order to do this, you need to review the following Job Description Checklist to assess:

Job Description Checklist

  • Are your current job descriptions really as robust and strategically focused as they need to be?
  • Do your employees and you have a clear understanding of their jobs and their accountability at a detailed level?
  • Does your organization have a robust and honest employee assessment process driven by the detailed job description? The assessment process should be completely aligned to the job description and used accordingly.  If not, what are you assessing employees against?
  • Is your organization committed to manage and monitor the job description, assessment and employee development process to ensure all efforts are aligned, optimal and focused on strategic initiatives?
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Topics: human asset management, human asset management strategy, performance management

Why Ignoring the ‘Busyness Challenge’ Could Ruin Your Vacation

Posted by Joanne Flynn

5/12/18 10:00 AM

As managers, facing the vacation season always proves challenging. When the first person approaches you with the request to take off a day or two for a long weekend, or another employee is planning a one or two-week family vacation, the stress of ‘how is the work going to get done’ begins. 

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Topics: human asset management, performance management

Job Descriptions: The Anchor of Human Asset Management Strategy

Posted by Joanne Flynn

11/18/17 9:30 AM


Job descriptions are the unsung hero driving the Performance Management process. If the performance management process is fundamental to HAMS, then job descriptions are the mighty little, obscure engine driving the whole process.

How important are job descriptions in Human Asset Management Strategy (HAMS) and how can those often forgotten job descriptions be so important? Because if they are only used as HR tools for job branding and compensation, then they are misnamed. If that’s the case, they should be called job categories. Here’s what they should really be doing.

Where in the organization are job descriptions parked?

What is the real, dynamic driving force behind our friend, the job description? To analyze this, we start with where job descriptions are parked. Job descriptions can live in HR, but that should only be their part-time home. Job descriptions should live full time and be relevant to every functional group in any organization, without exception! Job descriptions are the foundation to determine what a job does, how an organization works, how it grows, if it can grow / compete, and / or if it will stagnate. Most importantly, job descriptions must not only live in the operating functions, they need to be relevant and referenced continuously. As a consultant, I have frequently heard these answers to the question, “Can I see your job descriptions?”:

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

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

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