Last month, I read “Make Work Better: Revolutionizing How Great Bosses Lead, Give Feedback, and Empower Employees” by Doug Dennerline and Jamie Aitken.
The authors argue that the traditional annual performance review process fails to improve performance in today’s hybrid work environment. Instead, it leads to lower employee engagement and increased turnover.
So, what’s the solution? The book outlines a modern path to better employee performance, engagement, and company culture. Here are some key takeaways:
75% of the workforce will be Millennials and Gen-Z workers who expect flexibility, meaningful work, feedback and work/live integration.
“Clients do not come first, employees come first. If you take care of your employees, they will take care of your clients.” Richard Branson
- Make work better with Performance Enablement: The authors introduce the concept of “Performance Enablement.” This approach focuses on aligning goals with business objectives which created meaning, implementing OKRs (Objectives and Key Results) and regular check-ins to empower employees. They make the point to eliminate ratings and conduct compensation reviews separately. It encourages regular check-ins between managers and direct reports, emphasizing effective feedback and recognition. This in turn and implements a promotion process that reflects reality and makes the organization more agile.
- Continuous feedback: The emphasizes the importance of ongoing feedback and recognition. Gallup research* found that this improves transparency and engagement. It creates a culture of coaching and feedback and empowers employees to use their skills and strengths to support company goals. It provides practical guidance on how to put performance book enablement into practice and focus on development and career paths for high performers.
- Feedback with SBI: Situation you want to discuss; Behavior observed, Impact on others.
- Data-driven decisions: Using data to make informed people decisions and eliminate bias is crucial (feedback, pulse surveys, polls, eNPS, absenteeism and turnover). The authors point out how organizations can structure themselves to maximize success: CHROs need to report to the CEO, have a seat at the table so that they can challenge leaders and achieve the company’s goals and vision through people.
- Develop leaders as they are key to success: share a sense of purpose and belonging, help team members understand how they contribute to the success of the team and organization, inspire trust through listening and caring, encourage teamwork and bring the best in every player of the team, support development and career advancement. The authors created a list of values strong leaders need to embody to drive change and influence others effectively.
- Transparency around compensation: People want to be recognized for their worth. 2022 Compensation Best Practices Report: 44% of organizations say that pay is why they lose top talent. They point out how performance-based pay magnifies bias and inequity. Identify what motivates employees: fulfillment in work, development and growth, connected and inclusive culture, frequent feedback and recognition, flexible work arrangement, incentives, wellness benefits, etc.
- Real-life examples and research: Throughout the book, you’ll find insights from leading organizations like Google, Intuit, Vertiv, and PepsiCo.
In summary, “Make Work Better” provides actionable steps to create a culture of trust, empower employees, and drive better performance.
Did you know?
Focusing on employee experience (EX) is not just a trend; it is a fundamental aspect of a successful business strategy. By enhancing productivity, attracting and retaining talent, fostering a positive work culture, driving better business outcomes, and adapting to changing work environments, companies can position themselves for long-term success. Investing in employee experience is an investment in the future of the organization, leading to a thriving workplace where both employees and the business can flourish. Below are information on studies and research:
Gallup research shows how employee engagement is responsible for decreased absenteeism by 81%, turnover by 18%, product defects by 41%. And increased customer satisfaction by 10% and profitability by 23%.
Insights from the Experts
Insights from Qualtrics Employee Experience Guide to designing a world-class employee experience program*
Employees want their high expectations met or exceeded – or they’ll leave.
- Embrace candid feedback and act on it: listen regularly – assess the results – huddle and discuss – act and adopt new habits
- *Click HERE to request the guide and view the 25 Drivers of EX
Insights from Qualtrics Employee Experience Trends 2024*
- Employees would rather AI assist them than manage them: 53% of engaged employees said they’re comfortable with AI at work, versus 30% of disengaged employee.
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- Use AI to help employees do their jobs effectively like writing, personal assistance, internal workplace queries.
- Frontline employees are the most unhappy, poorly supported, and least trusting: -10 points is the difference in how much frontline workers reported trusting in leadership versus non-frontline workers.
- Meet the basic needs of your employees like pay and benefits, career development, recognition.
- The new-job honeymoon phase has vanished: 6 months – the tenure of employees with the lowest levels of engagement, intent to stay, well-being, and inclusion.
- Rebuild the onboarding experience.
- Employees open up work emails and chats to be fully heard, but are more ambivalent about social media: -40 points is the difference between how well individual contributors (43%) and the C-suite (83%) see action being taken on feedback.
- Separate personal life and social media from work.
- Some time in the office is better than more – unless it’s 5 days: 16 points is the difference in engagement reported by employees working 1-3 days from home (76%) versus those working zero days from home (60%)
- Introduce 1-3 days in the office to improve levels of inclusion and well-being.
*Click HERE to request the full report.