"5 Ideas to Build Talent HR Advantage"

By: Mark Hordes, Talent Advantage Speaker, Consultant, Coach and Trainer

1.   The Use and Abuse of 360 degree performance feedback

On its face receiving feedback from your peers as to your performance seems like a reasonable idea. Or is it? When deployed effectively, 360 feedback should yield a pretty balanced picture of how an employee’s performance is seen by others. However, a 360 feedback process can be abused--especially if the process is completely anonymous.

Here are a few guiding principles that can help you avoid 360 feedback abuse:

·      Limit the process to only 5 people, two selected by the employee, and 3 selected by the supervisor.

·      Establish criteria to use for evaluators (must have worked directly with the employee for at least one year, be in the same function, and have some factual information to support the assessment).

·      Allow the person being evaluated to self-evaluate.

·      Conduct telephone or preferably in-person debrief sessions with the persons providing feedback in order to gain both background and qualitative information.

2.   The 21st century HR change agent. How has the role changed?

A “change agent” is anyone who believes in one’s capability to make a difference. It can be a receptionist who always is friendly to visitors, greet everyone with a warm smile and is helpful. The fundamentals in my opinion are still the same, regardless of who is in the role. Attributes of a change agent are

·      Being positive in actions and in deeds

·      Seeing problems as opportunities

·      Believing  that everyone has potential

·      Supporting others to be their best

·      Listens more,  talks less

·      Asks open-ended versus closed questions

·   Always willing to do whatever it takes to get the job done with and through others

·      Seeing technology as an enabler

·   Keeping current on the latest knowledge building approaches and processes

·      Maintaining a balance in their personal and professional lif

3.   How do you sell yourself, your ideas, and your value, (establishing your personal brand?

Become a change agent

Demonstrating ones value, establishing your brand, can come in many ways. Always offer thoughtful feedback, ask good questions, share your point of view regarding the pro’s and con’s on a particular subject, and volunteer even when you really don’t have the time.

Be the ultimate team player

4.   Importance of Hiring the Right Peopl

It’s expensive and time consuming to hire the wrong person. A few things can help avoid the cost and hassle.

·      Conduct a “star performer” analysis and identify the behavioral traits these employees demonstrate. Incorporate these traits into a behavior based interview process.

·      Be specific as to the job requirements and align each area of responsibility with the skills you require for the person to succeed.

·      Ask several different individuals to interview the person with a specific focus. Multiple perspectives lead to better decisions.

·      Do not overlook how the person fits into the company’s culture. A brilliant person can fail miserably when they cannot adjust to the company culture

5.   “Die hard employees”- How to fix 100% resistance

Management cannot afford to ignore these situations! It would be easy just to say ‘fire them!” But quite often resistors and the problems they may create are never addressed by management. So what can you do about it?

Coaching is one answer. Finding out the “root cause of resistance” is the start of turning resistors into positive supporters of change

Be specific as to the exact behaviors you would like to see differently from the individual, provide these specifics to the individual with a “road map” and “timeline” of expectations.

One bad apple in a barrel, you get the point!