High-performing HR teams understand the importance of strong HR-manager relationships, value Performance Reviews, and place Trust in Senior Management
Nicolas BEHBAHANI
Global People Analytics & HR Data Leader - People & Culture | Strategical People Analytics Design
?? When HR supports managers, managers can support their employees and help the whole organization achieve its strategic goals.
?? Managers truly recognize the importance of staying connected with their teams : Weekly one-on-ones are the most popular frequency — managers who reported weekly check-ins also reported higher levels of connectivity with their team members.
??Only 28% of managers reporting HR has met all their training needs in this area, HR has an opportunity to step in with some clear guidance.
?? While the majority of managers (51%) consider themselves as having somewhat or significantly more impact in shaping people strategy and culture, about a third of HR leaders and managers say the balance of power is equal.
?? Both HR professionals and managers see the value in the performance review process, according to a new interesting research published by Lattice using data ?? from a survey of 1,252 HR professionals and functional (non-HR) managers collected between May 21 and July 28, 2024.
?High-performing HR teams prioritize HR-Managers relationship
Top-performing HR teams - those surpassing all goals - focus on the following priorities:
1?? Meet most or all of their managers’ needs.
2?? Employee Engagement
3?? Trust senior Management
3?? Experiment with AI
A whopping 91% of high-performing HR teams are meeting most or all of their managers’ needs, compared to just 41% of teams falling short of their goals. High-performing teams are also more likely to view performance reviews as critical and trust senior management.
?HR and managers see the value in performance reviews
Researchers observed that both HR professionals and managers recognize the importance of the performance review process. Specifically, 74% of managers and 66% of HR respondents believe that performance reviews are very helpful or critical for maximizing team potential.
Larger organizations, with over 500 employees and HR teams exceeding six members, tend to find even greater value in performance reviews compared to smaller teams. This may be attributed to better internal resources that facilitate regular and structured processes.
?Majority of managers have weekly check-in with their teams
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Researchers found that the majority of managers (78%) engage in daily or weekly check-ins with their direct reports. Among these managers, 97% feel somewhat or very connected to their team members.
Additionally, managers who are meeting or surpassing their goals also report a strong sense of connection with their team.
?People strategy and culture are a team effort between HR and managers.
Researchers observed that a majority of managers (51%) believe they have a considerable or significant influence on shaping people strategy and culture. However, around one-third of HR leaders and managers feel that the power dynamics are balanced.
?? Finally, researchers recommend that organizations aiming to emulate high-performing HR teams should focus on:
?? Streamlining Reviews With AI and Infrastructure
?? Upskilling Teams to Experiment With AI — Safely
?? Getting More Out of Your Engagement Strategy With Data
?? Giving Managers the Resources to Talk About Pay
?? Strengthening Manager-HR Feedback Loops to Drive Alignment
?? ???? ???????????????? ????????:
This fascinating research uncovered intriguing patterns among high-performing HR teams. It’s truly inspiring to see that keeping the human element at the core of the process remains the key to their success. There’s no doubt that performance reviews are essential for building successful companies. When HR supports managers, those managers can, in turn, support their employees, helping the entire organization achieve its strategic goals.
??Thank you Lattice researchers team for sharing these insightful findings:
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Director de la Diplomatura en Estudios Organizacionales
2 周Muy útil
Human Resource Professional | MBA | Coporate Recruiting Professional- ASA | Ex-Wirtgen Group,A John Deere Company
2 周Excellent research! Building a flexible HR strategy that adapts to changing managerial needs is essential, especially with the growing role of AI in HR functions. As your research highlights, integrating AI into performance evaluations and engagement initiatives can provide HR and managers with valuable data-driven insights into employee performance and morale. For organizations aiming to strengthen their employer brand, empowering managers is crucial, as it directly shapes the narrative. Companies that prioritize manager development - supported by HR-provided tools, create a culture of trust and growth. High-performing organizations emphasize these qualities in their branding and leverage them to attract top talent. By showcasing manager training programs, AI-driven engagement tools, and a collaborative culture between HR and leadership, such organizations become more appealing to today’s selective workforce. Ultimately, HR’s support for managers is not only an operational asset but a key competitive advantage. Thank you for sharing!
Industry Veteran | Exploring Future of Work | Great Manager’s Coach & Mentor
2 周?? When HR backs Managers, Magic happens - employees feel the care, & goals are crushed, Thanks for sharing, Nicolas BEHBAHANI. ?? It's the perfect time to review one's Company's Performance Management System + Process implementation, & also learn from the best., ?? Yes, High-performing HR teams truly get the power of solid HR-Manager bonds. ?? Shh... ?? A world-class Perf. Mgmt. System won't work if leaders don't show the way & HR isn't closely connected with Managers ?? to Lattice. Nowadays, PMS platforms do it all (at a cost—$5 to $6 per person per month is reasonable), but at the end of the day, you need good people + good implementation. ? ALIGN with Business Strategy: (Time to Start the Pre-Work) A: Analyze current practices & identify gaps. L: Leverage technology for efficient performance management. I: Invest in continuous training & development for all. G: Gather feedback from all stakeholders for a comprehensive view. N: Nurture a culture of Trust, Engagement, & Innovation.
Insightful findings, Nicolas BEHBAHANI! The emphasis on strong HR-manager collaboration and continuous performance engagement highlights just how pivotal these relationships are in achieving organizational goals. Streamlined support and strategic use of AI definitely appear to be transformative steps for HR and managers alike. Thank you for sharing these valuable perspectives!
I build effective Compensation & Benefits structures for GCC-based organizations. To win in the talent market.
2 周Insightful Nicolas BEHBAHANI Strong HR-manager relationships are crucial for organizational success. When HR supports managers, the entire team thrives.