How to identify (and keep) your top talent: Jess Johannson (CHRO, Canada Goose)

Listen to our recent episode with Jess Johannson, CHRO at Canada Goose .

We talked about the challenges with the performance review process, what Organizational Network Analysis is, and how to find and recognize the key contributors at your company.

Read the highlights below. ??

1. Performance reviews don't tell the whole story (the problem) ?

Jess isn't the biggest fan of performance reviews. Here’s why.

In her words: “I don’t think you’d be hard pressed to find anybody that says they love it.”

The core issues:

• One-sided criticism vs empowerment
• Administrative headache for HR
• Employees scramble to document accomplishments

That's why she's been testing something out that's a bit different.

One that creates a continuous feedback loop between manager and employee and that helps leaders understand nuanced contributions of their team.

Keep reading to hear what Canada Goose has been doing.

2. Canada Goose is experimenting with organizational network analysis (the solution) ??

Jess explained how the "power law" principle shows that only 10-20% of employees drive the majority of an organization's success.

However, traditional performance reviews often fail to properly recognize these critical contributors.

That's why Canada Goose decided to test out organizational network analysis (ONA).

Here's how it works:

ONA asks all employees to fill out a survey with questions like "who inspires you?", "who do you believe is making an outstanding impact?", "who do you go to for help and advice?", and "who needs additional support?"

This reveals the real workplace networks and impact of each person.

As Jess explained, ONA spotlights the "quiet doers" - the unsung heroes who get shit done without tooting their own horn.

And it eliminates stacked ranking and promotion caps.

The result?

Better alignment, empowerment, and tracking of what matters. Employees have clarity into priorities while leaders understand true performance.

3. How the "ONA" experiment is going (the results) ??

The results were game-changing for Canada Goose. When Jess compared the previous year’s performance ratings with the ONA results, there were many deltas - with key contributors only getting “meets expectations” from managers.

With traditional reviews, these stars might have eventually left. With ONA, Canada Goose could give them proper recognition and career development opportunities.

As Jess said, it’s hugely rewarding to finally give appreciation where appreciation is due.

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Jess's definition of a Modern People Leader ??

"A modern people leader is someone who moves beyond past traditions, embodying flexibility and agility, while also embracing their humanity. They prioritize infusing every action with a sense of humanity, ensuring it's a core part of everything they do."

The career advice Jess would give to her 22-year-old self ??

"Don't change. Be authentic and don't try to become something that another person says that you should be."

Go listen to the full episode: Apple | Spotify

See you next week!

P.S. We've got a FREE PASS to Transform that's up for grabs. It's coming up on March 11th. Want in? Just DM me to enter our raffle.