The past few years have put a spotlight on the one “human resource” process that is both the most important process, as well as the most hated. Everyone is jumping on the bandwagon to move from static, snapshot-based annual review to frequent two-way conversation. It’s the right time; with today’s operational and human complexities, we need to be communicating up, down and across to make sure that everyone is working toward the same end.
But this isn’t a simple “flip the switch and tell them to do it differently.” A change such as this is major organizational change, and this kind of change needs a holistic plan, a purpose and goal, and a change process. We know the statistics: 70% of change initiatives fail (Google: 70% of change initiatives fail) Continue reading Are you ready for ongoing performance management?