It’s that time of year when HR functions are looking at and then justifying their proposed budget spend for next year. I am sure that on the lists being written the world over right now are things like “change our performance management system”, “introduce a flex working strategy”, “Overhaul candidate care and experience”, “Implement exit interview process”, “roll out respect and inclusion”. I could go on. It doesn’t matter. They are all doomed and lots of fellow consultants will make money in the process.
Someone will add these as major milestones on their CV and trot off to the next organisation looking for a “strategic HR player who can operate to board level on organisational transformation,” and the square root of sod all will change. Why? Because there is one thing missing in most, if not all, organisations which prevents these noble projects standing any chance of success: the ability for people to have constructive, honest conversations in real time, every time. The kind of conversation that helps people learn and which drives respect and even belief.
“I cannot let you work from home because I don’t know how to tell you what I need from you and then tell you when you are or are not delivering it so it’s easier to have you sitting in front of me”
“80% of all people get the same performance rating because our leaders don’t want to disappoint them and are scared to be honest about their performance”