“David is the heart of the company, and probably this is why he has this amazing capacity of always finding the best people around. If you think you know what makes a good candidate, go talk to him and you’ll find out that perceiving value in people goes way beyond a list of hard skills. Watching him in action is life long lesson about human perception and empathy, and making people feel comfortable even at the toughest job interviews.”
About
With a strong background in providing comprehensive HR direction and support to…
Contributions
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How can leaders align their team with company goals?
It's important to remember that the most precious resource your team has is TIME. Help your team align their time so that they can prioritize the highest-importance goals and deprioritize...practically everything else. Enable and empower your team to commit to and achieve their goals by clearing their plates of as much non-goal-related work as possible. If the stated goals are really what needs to be done, any work that's not directly contributing to those goals needs to be minimized - otherwise you risk having the goals you've set be viewed by your team as "additional work" rather than the primary purpose of their workdays.
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How can you integrate employee voice with performance management?
It's difficult to "evaluate" employee voice in a performance management setting, as it can contribute to inequity or even punish those who for whatever reason don't feel the need or desire to "speak up". That doesn't mean that contributing to the employee voice can't be a contributing factor, however. If one of the competencies you evaluate is something like Leadership, contributing to employee voice could be an element of that Leadership competency. As long as there are multiple paths and elements that can allow employees to achieve "success" in the overall competency there's no reason that contributions to the overall employee voice can't be considered.
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How can you integrate employee voice with performance management?
One way to truly recognize employee voice is to codify it. Look at the various channels you're using for feedback and identify your "power users" - the employees who are providing thoughtful and plentiful feedback - and give create a new "table" where they have seats. Maybe it's a quarterly meeting with the CEO, maybe it's something else. But when you acknowledge and encourage your (sometimes most critical) providers of feedback in this way, you send a clear message that their voice is important and you send a message to the rest of your team that their voices are encouraged and will be heard.
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Warning: Totally unhinged messages posted below. As many of my followers know, months back I appeared on the #drphilshow to speak about my…
Warning: Totally unhinged messages posted below. As many of my followers know, months back I appeared on the #drphilshow to speak about my…
Liked by David Gaspin
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I’m happy to share that I’m starting a new position as VP, Head of Real Estate and Facilities at CrowdStrike!
I’m happy to share that I’m starting a new position as VP, Head of Real Estate and Facilities at CrowdStrike!
Liked by David Gaspin
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