Companies such as Accenture, Adobe, Google, Microsoft are among the 6% list of Fortune 500 Companieswho have abandoned common management tools. They no longer have time tracking, nor do they have annual performance appraisal interviews.
Paradigm change in performance management
This step shows the massive paradigm shift in Guide and management, away from hierarchical control thinking towards the appreciation of the person. Accenture CEO Pierre Nanterme describes this as the “art of leadership”, which does not lie in measuring and evaluating, i.e. in performance control, but in the careful selection and promotion of the right person. If you trust that you have found the “right employee”, then you give him the freedom, authority and delegation to innovate. If you believe in this person, you need a continuous partnership-based dialogue for leadership, which is based on trust and appreciation and therefore on only a few, very simple questions.
So far, in large corporations, each manager has often spent an average of more than 200 working hours just for preparation and follow-up, such as carrying out annual employee interviews and evaluations. According to a study by the CEB HR Consulting companies with around 10 employees spend around $ 000 million annually on the performance measurement of their employees alone, including modern performance management technology.
Previous performance management systems miss the target
Many studies have shown that the results of such time-consuming and cost-intensive processes are much too low. Even the positively assessed performers were rather demotivated and frustrated by the annual employee discussions, especially as the direct and high-quality dialogue with the supervisor could not be solved. Especially since 95% of the managers were dissatisfied with this type of employee evaluation and 90% of the personnel managers did not receive accurate information on how to improve the performance management system.
ObjectiveTo better promote and motivate the employees individually was therefore a failure. In addition, Brian Kropp, HR Practice Lead at CEB, emphasizes that previous performance management systems had primarily rewarded “narcissistic” employees who knew how to put themselves in the limelight, while other team members, especially introverted team members, felt very good about themselves committed to organization and results, rather fell through the cracks.
A “new” leadership culture is emerging
All in all, a development that means a clear jolt in the mindset of what a new leadership culture means. A departure from the typical performance rankings that our old quantitative performance mantra - faster, higher, further - served: greedy for short-term profit, career-oriented, thus adaptive, administrative and numerical.
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In March of this year, Deloitte said goodbye to the classic ranking system, as Microsoft did two years ago. Positioning, status, power and hierarchy thinking have become obsolete. At Microsoft, many of the project and process managers are “more powerful”, more influential than top line managers in other companies. Hierarchical titles have no meaningfulness and offer no guarantee of success. Criteria such as management range and depth no longer count, only responsibility for a relevant project. Anyone who is still attached to status and authority, who is not ready to shape change and constantly learn, is open to cooperation and transparency, is out of place. The myth of a steep corporate career as the sole blissful success no longer applies.
What is the new performance mantra?
Leadership in itself, however, does not make it easier. Management is only effective and legitimate if it is in an open, partnership-based dialogue at eye level, Sense enables, encourages personal responsibility and moderates efficient cooperation. The basis for this is trust and appreciation, trust in the willingness to perform and self-motivation, in the results orientation of the individual.
The new performance mantra is qualitative: more conscious, more intelligent and more sustainable - and thus more challenging for personal responsibility and for yourself Self-guidance every single one.
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67 Responses to “New Leadership in Global Companies: Bye Bye Appraisal Appraisals!”
I really think you could look at this topic from other perspectives - where can you make suggestions for your own text contributions on your blog? +
I understand the approach that is behind the new method of leadership, but I dislike the eternal “equalization”. It is a fatal fallacy to assume that the elimination of time recording and employee appraisals is equally good for every employee. The personality of many employees requires clear and orderly structures so that they can perform at their best. Just as some employees benefit from the fact that strict structures and processes are no longer applicable, there are employees who need precisely these structures in order to be able to use their strengths to the full.
I personally welcome it when new approaches and innovative ideas are implemented in the context of employee management. As long as this is implemented in the tenor “one size fits all”, 50% of the employees are always not picked up by the “modern employee management approach” and are then no longer up-to-date.
I would like more individual approaches that take into account the needs of the individual.
Best Regards
Carsten Seiffert
Strength Training
Hello Mr. Seiffert,
interesting approach. I can hardly imagine what a 50% rule should look like in a company without it being viewed as unfair - according to the motto “Employee A has free time management and no employee appraisal, while employee B has fixed working hours and has to go to the interview. ”
Who then decides who is in which group? Are there already companies in which this model has been implemented?
Regards
Bye employee interview! - Exciting contributiongwugBanFYr
RT @csrdiethelm: Exciting prospects "@anneschueller: You can not say better: Bye staff discussion! - Exciting contributionLgNochxCKs "
New #Leadership in Global Businesses: Bye Employee Talk! - Exciting contributionglpr8BJH8Z
RT @csrdiethelm: Exciting prospects "@anneschueller: You can not say better: Bye staff discussion! - Exciting contributionLgNochxCKs "
Exciting prospects "@anneschueller: You can not say better: Bye staff discussion! - Exciting contributionLgNochxCKs "
New #Leadership in Global Businesses: Bye Employee Talk! - Exciting contributionEmrDEm1vGo
Leadership change: - Exciting contributiongpZij99C6V p… - Exciting contributionvv38mPSaGR
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That's what I'm saying!
Yes, the grown-ups are finally waking up too: I have been systematically training this topic of dialogical and appreciative leadership for a long time in my seminars and workshops with considerable success: sick days are reduced, efficiency increases, employees 'grow'.
If you have dealt with the positive basic motives of people, there is no other way. But those who use the negative mechanisms through exclusion, disregard, disregard, devaluation, get what we so often find in companies: refusal to perform.
"Away from hierarchical control thinking towards appreciation of the person." - A modern credo for every manager - Exciting contributionQpWyvOpasy
New Leadership in Global Business - Exciting contributionXkB3JpRoVd
new perspective on employee appraisals - necessary or not…. new topic or summer gap ... - Exciting contributionkcf4tEBr9V
Certainly not a “summer gap”, this development towards serving leadership, with a high level of transparency and partnership-based feedback structure, has been supported by these companies for years. The elimination of the annual performance reviews is only a logical consequence.
“New leadership in global companies: Bye bye appraisal!” - Exciting contributionfMbOVHygEG
New Leadership: Accenture, Adobe, Google, Microsoft and Co say “Goodbye employee appraisal” - Exciting contributionYygw62JsNt
New Leadership in Global Businesses: Bye Employee Talks! | CHARACTER PICTURES - Exciting contribution9EKbP21nyW
New Leadership in Global Businesses: Bye Employee Talks! - Exciting contributionLKK5nFSZ04 #leadership15 #leadershipmatters
New Leadership in Global Businesses: Bye Employee Talks! | CHARACTER PICTURES - Exciting contributionjIBg9qztZU
New Leadership in Global Businesses: Bye Employee Talks! - Exciting contributionkQUVoY8RLs via @Beberufebilder
Goodbye employee interview! Away from hierarchical control thinking to appreciation of the person. - Exciting contributionTAwSKN1yjv
RT @AndreaPizzato_T: - Exciting contributionG0m4Gc65eF interesting article on the “new leadership culture
- Exciting contributionG0m4Gc65eF interesting article on the “new leadership culture
New leadership in global enterprises; Goodbye employee discussion! - Exciting contribution6LiIGHj6u7
- Exciting contribution4xxHgMe7HG
Time recording? Nope! Employee interviews? What for? Accenture, Microsoft & Google are leading the way - Exciting contributionXl3TuMm2JQ #Workshop #HR #Career
RT @anneschueller: You can not say better: Bye staff discussion! - Exciting contributionHVT9mkhC8F
“Goodbye employee appraisal!”
Farewell to a leadership instrument.
- Exciting contribution243bL3H9yg
#Communication #Conflict Management # Leadership
RT @anneschueller: You can not say better: Bye staff discussion! - Exciting contributionHVT9mkhC8F
RT emmel11: Tchüss employee discussions. An interesting approach to employee leadership #people #management - Exciting contribution87Nq5xAGGC
RT @anneschueller: You can not say better: Bye staff discussion! - Exciting contributionHVT9mkhC8F
Hopefully, the reference to these big brands makes all traditional companies courage to change! - Exciting contributionNRFxbC6Zai
You can not say better: Bye co-worker talk! - Exciting contributionHVT9mkhC8F
Tchüss employee talks. An interesting approach to employee leadership #people #management - Exciting contribution0hGJDRZjHH
RT BettinaLeitner: Bye to employees' talks! - Exciting contributionRsVZTkR1rK #leadership #management
For this to work, the employees must be familiar.
Hello Mr. Labusch,
I agree with you. This is certainly a crux of the New Leadership idea.
Hello Mr. Labusch,
as I have already pointed out in the article, trust and appreciation are the foundation, the prerequisite that this works. The company relies on the willingness, motivation and dedication of the employee and therefore acts on the same level, in partnership and not with control. However, a corresponding corporate culture is necessary for this purpose.
New Leadership in Global Enterprises, companies like Accenture, Microsoft say goodbye to the appraisal interview
- Exciting contributiongedGTorvGW
Bye employee interview! - Exciting contributionA9fVlTO2r7 #leadership #management
If you trust that you have found the "right employee", then you give him freedom, authority and ... - Exciting contributionlBl4jv5kpI
New leadership in global companies: Goodbye appraisal! | PROFESSIONAL PICTURES - - Exciting contributiongjnZdyAXIJ The employee ...
How does Microsoft and co? Without a hierarchy? - Exciting contributionA5bgJHMhE9
OK then! “New leadership in global companies: Bye bye performance appraisal!” - Exciting contributionIHAgiOSJpw
Fine, the universally unpopular annual interview says goodbye. As a management tool, it has obviously only served those managers who are already in regular communication with employees and who are in - real - contact with them. Goodbye to performance measurement and control too? In the age of company apps & Co., I consider this to be a theoretical approach. And with one of these, the annual appraisals were also praised in everyday management.
Hello Mrs. Remus,
this is an exciting topic. From my own experience with executives, who were theoretically involved in such a leadership approach, but were practically not yet ripe and even too afraid of it, I am also rather skeptical as to whether we can already say goodbye to performance surveys and control. But I also like to teach a better one.
Hello Mrs. Remus,
Accenture and Microsoft, for example, have been introducing intensive mutual feedback between managers and employees for a long time in practice, i.e. not theoretically - and not, as usual, from the manager to the employee, but a partnership-based discussion in both directions: What was good? Where are we right? What else should we improve? How could we improve this? How can the manager support the individual employee, the team even better? How do we go about solving problems?
The principle of “performance measurement” has thus changed in the direction of serving leadership. Yes, it is measured, but differently, e.g. how values were implemented in the company, where there is potential for improvement and how this can be implemented, e.g. the% of women in top management, i.e. partners or the% of diversity in management, means different nations , Religions. Studies have shown that various top management teams in global companies have also achieved significantly better economic results. There is constant feedback within the respective projects, including from the project staff to the project manager. The objective is better customer satisfaction, "in time & quality" for the customer, the project, the product, and not to put the employee in boxes with a quotation of 1 to 5 and thus demotivate them. The basis for this is trust, the basis for trust and appreciation is a corporate culture based on partnership. The key factor for success, however, lies in the selection of the right employees.
#Paradigmenwechsel in # Leadership Culture? Global companies are breaking new ground
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New Leadership: Away from hierarchical control thinking to appreciation of the person - Exciting contributionREtdjXpIxN @Berufebilder
New leadership in global companies: Bye bye employee appraisals !: Companies like Accenture, Adobe, Google, Mic ... - Exciting contribution4VS4pwBIm5
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Attention leaders: Paradigm shift in performance management, this step shows the massive paradigm shift ... - Exciting contributionjkJ7AjTnR2
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RT @teggert: New Leadership in Global Business; Bye employee interview! via PROFESSIONAL PICTURES - Exciting contributionQKEvdBkv8s
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