Joris Luijke has lead the People Teams of fast growing software companies including Atlassian, Squarespace. Now, he is the cofounder of Pyn.
All in People Practices
Running a productive team meeting isn't easy.
Often, people complain that team meetings are boring and a waste of time; the topics may not be of interest to everyone in the team; some people feel excluded.
It's strange that organizations capable of measuring, monitoring and continuously improving all sorts of processes in their business, let weekly team meetings drift along without adjustments and direction and little effort to adjust and improve its effectiveness over time.
What would you - as a HR practitioner - introduce performance reviews and 360s from scratch? (1) start the process bottom-up, (2) do all reviews during one afternoon, (3) remove ratings, (4) make the system really lightweight, (5) 360 reviews only for people who recently joined or in a new role, (6) consider team 360 reviews
They are demotivating. They are anxiety provoking. They are disruptive. What is the obvious issue that is stopping performance reviews from achieving what they are supposed to achieve? Let's have a look at the research and the science of motivation and engagement. One thing is clear, it's good to provide people with honest feedback and encourage managers to coach people to achieve (even) higher performance.
I was walking past a meeting room the other day and looked in. A few people looked rather bored. Of the 10 people inside, only 6 look engaged. That’s a load of wasted time. As mentioned in this great adaptive path blog, not only do we waste too much time in meetings. It also affects the rhythm of your day.
It made me remember a seminar I attended a while back on running effective meetings. (Ironically, the one-day training felt like a long and boring meeting, but it did leave me with one key insight I really found very valuable).
A while back, Google organized regular lunchtimes sessions for staff. Some of them are real gems.
During one session, Marshall Goldsmith gives people managers some excellent tips on how to be a better coach. Settle in and watch the whole thing! It's definitely worth it.
Would you ever want to understand how people in your organization feel and how this changes over time as our processes and business change?
One of our Product Managers and our Talent/HR team partnered to develop the Mood~App Ipad app. A few times per week, Ipads are positioned at all the exits of the buildings globally.
Peer recognition is probably the most rewarding and most essential way to reinforce excellence. Often traditional recognition models may have been developed to do so, but they sink in it's own heavy weight. The practise of allowing people to nominate someone for a quarterly award just didn't catch on. Instead of having a heavyweight program, we introduced a lightweight 'Kudos' model which constantly reinforces great work and awesome behaviours without needing explicit direction or acknowledgement from the top. Something to consider it to simplify the process to boost peer to peer recognition.
Do you ever wonder if and how you could call a halt to your performance review process? Do you think traditional processes are marred by the distribution curve (and forced rankings), huge time investments and low impact on performance improvements?. Keep reading... Let us be your guinea pig! Our organisation has conducted an open review of our new performance review model for everyone to see.
