Otti Vogt’s Post

"The data is clear. Performance management is broken. Now here's the issue: help isn't coming. You know who the only one who can fix this issue is? HR! We own this problem. We need to tackle this problem. It's not through big sweeping changes. It's through small incremental changes. Let's figure out new ways to improve the performance management process by experimenting and trying these little things." Thanks, Mark Cruth, for this brilliant testimonial! Sign up for the YouTube channel: https://lnkd.in/e92nmzRX Join the #FreedomtoFlourish Campaign and learn more about the Flourishing Manifesto here: https://lnkd.in/etKyxqPP #PerformanceManagement #HR #HRM #Management #Leadership #Transformation #LeadershipSociety #FutureofWork

"The data is clear. Performance management is broken. Now here's the issue: help isn't coming. You know who the only one who can fix this issue is? HR! We own this problem. We need to tackle this problem. It's not through big sweeping changes. It's through small incremental changes. Let's figure out new ways to improve the performance management process by experimenting and trying these little things." Thanks, Mark Cruth, for this brilliant testimonial! Sign up for the YouTube channel: https://lnkd.in/e92nmzRX Join the #FreedomtoFlourish Campaign and learn more about the Flourishing Manifesto here: https://lnkd.in/etKyxqPP #PerformanceManagement #HR #HRM #Management #Leadership #Transformation #LeadershipSociety #FutureofWork The HR Congress Antoinette Weibel Mihaly Nagy Jon Ingham Michele Zanini Isabel Scarlett Neitzel Bastian Becker Stefanie Hornung Mark McAleer Joan Lurie Tobias Nehls Wilma Straatman Simon Nash Jeni Brown Sebastian Bueno Pavel Charny Rufat Jahangir Shalva Dzidziguri ☑ Marc Pfyffer CMC Neel Doshi  Rebecca Tillery Wolfgang Spitzenberger Tim HJ Rogers Michel Berthus ✔ thijs jansen Mark Cruth Jamie Aitken Christine Abel Feliciano González Muñoz Ulrich Tennie Sushmita Mishra Sahoo Kevin Empey Dave Ulrich Alan Colquitt, Ph.D. Tony O'Driscoll Andrew Hilger John Davis

"The data is clear. Performance management is broken. Now here's the issue: help isn't coming. You know who the only one who can fix this issue is? HR! We own this problem. We need to tackle this problem. It's not through big sweeping changes. It's through small incremental changes. Let's figure out new ways to improve the performance management process by experimenting and trying these little things." #PerformanceManagement #HR #HRM #Management #Leadership #Transformation #LeadershipSociety #FutureofWork

SHAPE UP PERFORMANCE MANAGEMENT - MIC DROP Did you know that: 🎯 Only 14% of employees strongly agree that performance reviews inspire them to improve. 🎯 Only 26% of employees say they received feedback that helps them do their job better 🎯 Only 23% of organisations say performance accountability reflects employee contributions 🎯 Fewer than one-third of employees believe the review process is fair.  🎯 Only 18% of HR leaders consider performance management to be effective.  🎯 60% of HR executives give their own performance management systems a grade of C or below.  🎯 Only 8% of HR executives feel performance accountability made contribution to business  🎯 98% of HR managers believe yearly evaluations are not useful.  🎯 Over 90% of employees are dissatisfied with appraisal systems Not withstanding that a number of these figures are drawn from consulting research (and yes they want to sell us a better performance management system) - we all know deep down that this comes close to the truth. Research too shows that performance appraisal for modern work, cognitive-complex often in team happening work, is highly flawed. Yet if appraisal is flawed, has more biases "than truth", then how can pay for performance or exclusive talent management ever work? And of course both pay for performance and talent management have their own downsides - for instance producing "work to the incentive" or "Golem effects" and undeserved inequality. SOMETHING HAS TO CHANGE - AND IT BETTER IS NOT JUST COSMETICAL. If you working on such a systemic transformation - please tell us. Share your insights, the roadblocks you are facing and maybe even try to experiment a bit more evidence-driven. Thx to Perry Timms Forschungsinstitut für Arbeit und Arbeitswelten | Universität St. Gallen University of St.Gallen Global Society for Good Leadership https://lnkd.in/dSFttPwG

"The link between performance and rewards is suboptimal. But there's a collective tolerance for the way things are. It's in the 'too hard' box to deal with. And it's actually OK - if everybody's doing it the same way, there's a tolerance there for that suboptimization to continue. But if we can get some really solid examples of what the alternative looks like, and if we get those stories out, and if we get conversations going from the top down and also the bottom up, as to “no, this is wrong and we need to change it!", then we'll get the momentum we need to change." Thanks, Kevin Empey, for this brilliant testimonial! Join the #FreedomtoFlourish Campaign and send us your own 30-second testimonial! Sign up for the YouTube channel: https://lnkd.in/eUbY_zkF #PerformanceManagement #HR #HRM #Management #Leadership #Transformation #LeadershipSociety #FutureofWork The HR Congress Antoinette Weibel Mihaly Nagy Jon Ingham Michele Zanini Isabel Scarlett Neitzel Bastian Becker Stefanie Hornung Mark McAleer Joan Lurie Tobias Nehls Wilma Straatman Simon Nash Jeni Brown Sebastian Bueno Pavel Charny Rufat Jahangir Shalva Dzidziguri ☑ Marc Pfyffer CMC Neel Doshi  Rebecca Tillery Wolfgang Spitzenberger Tim HJ Rogers Michel Berthus ✔ thijs jansen Mark Cruth Jamie Aitken Christine Abel Feliciano González Muñoz Ulrich Tennie Sushmita Mishra Sahoo Kevin Empey Dave Ulrich Alan Colquitt, Ph.D. Tony O'Driscoll Andrew Hilger John Davis

How the law can make a difference as overt anti-Semitism spreads https://ow.ly/cPUc50Q2E4T #groupbenefits #employeebenefits #consulting #leadership #communication #culture #compensation #wellness #employeeengagement #cgib #productivity #roi

This podcast features an interview with Tony Nabors who has been actively involved in antiracism work for over twenty years in moving individuals, employers, CEO’s, and business leaders from hesitancy to embracing and incorporating diversity, racial equity, and inclusion within their lives, communities, workplaces, and organizations. I want to share this information with anyone who is interested in doing the work of antiracism, but also I want to share this video specifically with those in leadership roles and positions who are at a stage in their lives and careers where they are open to learning and applying practical strategies for creating racial equity. With the rolling back of DEI, this work is critical to enhancing the employee experience as well as providing safeguards to ensure employee satisfaction as this often shows up in the evidence-based data which measures employee performance, engagement, and retention. For those who don’t have a budget, but want to integrate this work into your business model, Tony Nabors is active on Instagram and TikTok where free information is available. You can also go to the website https://lnkd.in/ehHpwAjh where you will find a number of reasonably priced ecourses for training and business educational purposes.

According to several surveys, a huge percentage of people, 80%, stop improving well before their prime. They put in the effort to become okay at their work and then level off. They believe, the answers they have are good enough. They do only the necessary minimum at work, to avoid getting fired https://lnkd.in/gr_q6YxA #employees #people #newemployees

More than just a buzzword, talent retention can be the difference between mediocrity and excellence, stagnation and growth. This is a lesson we've learned firsthand at Scissors & Scotch, where we've doubled the industry's average employee retention rate. Our secret ingredient? A potent cocktail of intentional culture, meaningful engagement, unrelenting training, and inspiring career paths. Learn more about how we're creating a culture that nurtures authenticity. #TalentRetention #companyculture #barbershop #grooming

Breaking barriers and leading the way. Here's to rewriting the rules and building empires. 💼💫 #WomenLeaders #RedefiningSuccess #womanownedbusiness #womeninbusiness #womanowned