{"id":7327,"date":"2021-02-10T05:26:54","date_gmt":"2021-02-10T05:26:54","guid":{"rendered":"https:\/\/www.synergita.com\/blog\/?p=7327"},"modified":"2021-02-10T05:26:54","modified_gmt":"2021-02-10T05:26:54","slug":"the-changes-in-hr-practices-and-performance-management-systems","status":"publish","type":"post","link":"https:\/\/newtest.synergita.com\/blog\/the-changes-in-hr-practices-and-performance-management-systems\/","title":{"rendered":"The Changes in HR Practices and Performance Management Systems"},"content":{"rendered":"\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h4 class=\"wp-block-heading\">About Our Speaker&nbsp;<\/h4>\n\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>Connie Clark,&nbsp;a result-oriented&nbsp;Senior&nbsp;strategic&nbsp;Human Resources leader,&nbsp;is&nbsp;currently working at&nbsp;Worksoft, a global software company.&nbsp;She&nbsp;has over 30 years of experience in HR space and&nbsp;is&nbsp;passionate&nbsp;for developing and executing business goals for global businesses.&nbsp;&nbsp;<\/p>\n\n\n\n<p>By focusing on culture,&nbsp;she&nbsp;drives&nbsp;performance, accountability, and engagement throughout the team.&nbsp;She&nbsp;effectively creates&nbsp;work environments that focus on organizational growth, where work is meaningful, where&nbsp;one&nbsp;can collaborate creatively, and where&nbsp;one has&nbsp;opportunities to grow.&nbsp;<\/p>\n\n\n\n<p>By leveraging technology,\u00a0she\u00a0streamlines\u00a0HR Department operations in startups or high growth environments while ensuring they are fully compliant.\u00a0<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Podcast<\/h4>\n\n\n\n<figure class=\"wp-block-embed-youtube wp-block-embed is-type-video is-provider-youtube wp-embed-aspect-16-9 wp-has-aspect-ratio\"><div class=\"wp-block-embed__wrapper\">\n<iframe loading=\"lazy\" title=\"How HR Space Has Changed?  - The Changes in HR Practices and Performance Management Systems\" width=\"840\" height=\"473\" src=\"https:\/\/www.youtube.com\/embed\/qsKoH3fJnNw?feature=oembed\" frameborder=\"0\" allow=\"accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture; web-share\" referrerpolicy=\"strict-origin-when-cross-origin\" allowfullscreen><\/iframe>\n<\/div><\/figure>\n\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h4 class=\"wp-block-heading\">A Peek into the Chat&nbsp;<\/h4>\n\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>01:05&nbsp;\u2013 02:11 &#8211;&nbsp;What has happened in HR space? How is it different between pre COVID and post COVID?&nbsp;<\/p>\n\n\n\n<p>02:12&nbsp;\u2013 04:47&nbsp;&#8211; How should company take care of employees\u2019 well-being?&nbsp;<\/p>\n\n\n\n<p>04:48&nbsp;\u2013 07:19&nbsp;&#8211; Will Companies stick to the same annual performance reviews or change it&nbsp;to&nbsp;quarterly or half-yearly? What effect does that have on employees?&nbsp;<\/p>\n\n\n\n<p>07:21&nbsp;\u2013 09:07&nbsp;&#8211;&nbsp;Would you agree that the employee engagement is probably the number one priority for most companies at this point of time?&nbsp;<\/p>\n\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h4 class=\"wp-block-heading\">How HR Space Has Changed?&nbsp;<\/h4>\n\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p><strong><em>We are living in a very unique business environment. I think it\u2019s probably like beating the dead horse every time I speak to someone, I keep saying, Hey, you know I won\u2019t call it the new normal but it\u2019s something unique where the whole&nbsp;HR&nbsp;space hasn\u2019t turned over its head. They\u2019ve become the forefront of organizations trying to keep the employees sane and make sure the performance is higher. What do you think has happened compared to how is it different between pre COVID and post COVID? what are your thoughts?<\/em><\/strong><em>&nbsp;<\/em><\/p>\n\n\n\n<p>I think right now because everyone is remote,&nbsp;it\u2019s&nbsp;just about making sure that we\u2019re as transparent as possible communicating,&nbsp;bringing the team together every week as much as we can we try to repeat things over and over in lots of different mediums,&nbsp;so that people can hear the messages,&nbsp;and they know what\u2019s going on at any one point in time.&nbsp;So,&nbsp;I think communication and transparency are keys.&nbsp;&nbsp;<\/p>\n\n\n\n<p><strong><em>A<\/em><\/strong><strong><em>nd do you think with the whole<\/em><\/strong><strong><em>,<\/em><\/strong><strong><em>&nbsp;people have to worry about too many things&nbsp;<\/em><\/strong><strong><em>like<\/em><\/strong><strong><em>&nbsp;how can I go out<\/em><\/strong><strong><em>,<\/em><\/strong><strong><em>&nbsp;I have to be at home 24&nbsp;<\/em><\/strong><strong><em>h<\/em><\/strong><strong><em>ours,<\/em><\/strong><strong><em>&nbsp;and how does it affect that work versus home<\/em><\/strong><strong><em>,<\/em><\/strong><strong><em>&nbsp;mental health has become a key factor in terms of&nbsp;<\/em><\/strong><strong><em>well-being,&nbsp;<\/em><\/strong><strong><em>so that they have to be mentally sane so that you get the best performance<\/em><\/strong><strong><em>,<\/em><\/strong><strong><em>&nbsp;at the same time<\/em><\/strong><strong><em>, you<\/em><\/strong><strong><em>&nbsp;need to take of&nbsp;<\/em><\/strong><strong><em>the<\/em><\/strong><strong><em>ir<\/em><\/strong><strong><em>&nbsp;hey if they need a break<\/em><\/strong><strong><em>,<\/em><\/strong><strong><em>&nbsp;they need to do it<\/em><\/strong><strong><em>.<\/em><\/strong><strong><em>&nbsp;<\/em><\/strong><strong><em>S<\/em><\/strong><strong><em>o<\/em><\/strong><strong><em>,<\/em><\/strong><strong><em>&nbsp;what kind of strategy do you think companies should take as part of this effort<\/em><\/strong><strong><em>?<\/em><\/strong>&nbsp;&nbsp;<\/p>\n\n\n\n<p>I think it\u2019s just making sure that everybody understands, \u201cHere is the strategy for the company.\u201d&nbsp;Do they know what the company is trying to achieve for this&nbsp;coming year, for this quarter, for this&nbsp;month,&nbsp;right?&nbsp;And making sure that the managers have weekly one-on-ones,&nbsp;so that they can keep abreast of how their team is performing.&nbsp;It\u2019s always nice to know what kind of communication your employee is used to,&nbsp;so do they need you to chit chat for a while or do they just want you to get to the point,&nbsp;but we&nbsp;also have to be human beings and create a personal experience for our employees.&nbsp;&nbsp;<\/p>\n\n\n\n<p>So,&nbsp;if&nbsp;your employees&nbsp;have children and they need to take some time to get them settled in the morning and then they can hop on calls,&nbsp;just knowing those little nuances for your employees is so important and creating that kind of work environment for them,&nbsp;I know that some people like to get up and work out first where they start their day,&nbsp;so maybe not scheduling that first meeting in the morning and just being really conscious of what they\u2019re going through and empathetic and having that care about them because everyone just wants to know that their manager cares about them.&nbsp;Then,&nbsp;once they have that,&nbsp;they can bring their very best.&nbsp;&nbsp;<\/p>\n\n\n\n<p>And then,&nbsp;on your point about we need to drive results that\u2019s where that transparency on,&nbsp;here\u2019s the strategy and here\u2019s what we need to get done,&nbsp;and having those weekly&nbsp;conversations&nbsp;with&nbsp;your employees,&nbsp;one-on-one 30 minutes,&nbsp;it doesn\u2019t have to be long and just making sure that we\u2019re moving the needle and uncovering any&nbsp;help that they need or if they have some dependency that came in and they\u2019re like I couldn\u2019t do it because or remember this was now a priority,&nbsp;just being conscious of all those things makes huge difference to your employees.&nbsp;&nbsp;<\/p>\n\n\n\n<p><strong><em>A<\/em><\/strong><strong><em>s part of your what you said about results and just taking that point alone<\/em><\/strong><strong><em>,<\/em><\/strong><strong><em>&nbsp;before you have this annual performance reviews<\/em><\/strong><strong><em>,<\/em><\/strong><strong><em>&nbsp;you\u2019ll have the&nbsp;<\/em><\/strong><strong><em>360 degree<\/em><\/strong><strong><em>&nbsp;feedback but then<\/em><\/strong><strong><em>,<\/em><\/strong><strong><em>&nbsp;do you think it changes a bit now<\/em><\/strong><strong><em>?<\/em><\/strong><strong><em>&nbsp;<\/em><\/strong><strong><em>D<\/em><\/strong><strong><em>o you think companies should say<\/em><\/strong><strong><em>,<\/em><\/strong><strong><em>&nbsp;<\/em><\/strong><strong><em>\u201cH<\/em><\/strong><strong><em>ey<\/em><\/strong><strong><em>,<\/em><\/strong><strong><em>&nbsp;you know we<\/em><\/strong><strong><em>\u2019<\/em><\/strong><strong><em>ll stick with the same annual performance&nbsp;<\/em><\/strong><strong><em>review&nbsp;<\/em><\/strong><strong><em>or because people are working remote<\/em><\/strong><strong><em>,<\/em><\/strong><strong><em>&nbsp;maybe we need to<\/em><\/strong><strong><em>&nbsp;do<\/em><\/strong><strong><em>&nbsp;six month<\/em><\/strong><strong><em>,<\/em><\/strong><strong><em>&nbsp;quarterly<\/em><\/strong><strong><em>,<\/em><\/strong><strong><em>&nbsp;does that have any effect or does it put more pressure on employees<\/em><\/strong><strong><em>,<\/em><\/strong><strong><em>&nbsp;<\/em><\/strong><strong><em>\u201cH<\/em><\/strong><strong><em>ey<\/em><\/strong><strong><em>,<\/em><\/strong><strong><em>&nbsp;I\u2019m getting scrutinized too often right now because I\u2019m not there physically in the office<\/em><\/strong><strong><em>.\u201d<\/em><\/strong><strong><em>&nbsp;<\/em><\/strong>&nbsp;<\/p>\n\n\n\n<p>Something that I like to do&nbsp;is say,&nbsp;\u201cHere,&nbsp;what are the most important things that need to get done this month?\u201d&nbsp;and have your employees come to you with,&nbsp;\u201cHere are my five priorities,&nbsp;three to seven,&nbsp;here are my priorities this month and then,&nbsp;you can always say,&nbsp;\u201cBut remember we\u2019ve got these&nbsp;other things that need to happen in order to move the needle on this goal,\u201d&nbsp;and then maybe they&nbsp;can&nbsp;reprioritize and you\u2019re giving them feedback.&nbsp;&nbsp;<\/p>\n\n\n\n<p>And then,&nbsp;next month,&nbsp;you come and you say,&nbsp;&#8220;How did we do towards&nbsp;your&nbsp;five priorities?\u201d&nbsp;and you don\u2019t have to say it like that,&nbsp;but it\u2019s just ongoing dialogue of we know what the goals are,&nbsp;how did we do,&nbsp;we achieved&nbsp;them,&nbsp;we didn\u2019t,&nbsp;things got bumped out,&nbsp;but every month,&nbsp;you\u2019re able to talk about this provide any support,&nbsp;change them up if you feel like there\u2019s something else that\u2019s important and then&nbsp;you have this rolling year,&nbsp;these were the priorities and you have right this whole record of,&nbsp;yeah,&nbsp;we\u2019ve&nbsp;accomplished all of this or remember,&nbsp;these&nbsp;new things came&nbsp;in.&nbsp;&nbsp;<\/p>\n\n\n\n<p>So,&nbsp;you can constantly be 80%&nbsp;forward looking,&nbsp;20 looking behind,&nbsp;and you just stack all of this into a year and all along,&nbsp;you\u2019re also coaching and removing obstacles and maybe there\u2019s like one thing each month that you say,&nbsp;\u201cHey,&nbsp;there\u2019s&nbsp;one&nbsp;thing this month,&nbsp;I think we could work on x,&nbsp;right?\u201d&nbsp;whether&nbsp;it\u2019s communication or anything but you\u2019re not giving people 12 things at one time to work on each month. You might be&nbsp;layering&nbsp;in something new and you stack all of this up and at the end of the year,&nbsp;you\u2019ve got basically your performance review already set.&nbsp;&nbsp;<\/p>\n\n\n\n<p><strong><em>We&nbsp;<\/em><\/strong><strong><em>have previously mentioned this is probably right time<\/em><\/strong><strong><em>,<\/em><\/strong><strong><em>&nbsp;where companies also focus on&nbsp;<\/em><\/strong><strong><em>OKRs<\/em><\/strong><strong><em>,<\/em><\/strong><strong><em>&nbsp;<\/em><\/strong><strong><em>I believe<\/em><\/strong><strong><em>,<\/em><\/strong><strong><em>&nbsp;which kind of&nbsp;<\/em><\/strong><strong><em>ali<\/em><\/strong><strong><em>gn<\/em><\/strong><strong><em>s<\/em><\/strong><strong><em>&nbsp;with what you been saying<\/em><\/strong><strong><em>,<\/em><\/strong><strong><em>&nbsp;the results what you\u2019<\/em><\/strong><strong><em>v<\/em><\/strong><strong><em>e achieved this quarter<\/em><\/strong><strong><em>.<\/em><\/strong><strong><em>&nbsp;I guess there are probably times<\/em><\/strong><strong><em>,<\/em><\/strong><strong><em>&nbsp;where companies need to say because of the unique circumstances<\/em><\/strong><strong><em>,<\/em><\/strong><strong><em>&nbsp;I need to have much more handlings of what&nbsp;<\/em><\/strong><strong><em>we are<\/em><\/strong><strong><em>&nbsp;doing<\/em><\/strong><strong><em>,<\/em><\/strong><strong><em>&nbsp;how we are doing<\/em><\/strong><strong><em>,<\/em><\/strong><strong><em>&nbsp;probably something&nbsp;<\/em><\/strong><strong><em>like OKR<\/em><\/strong><strong><em>&nbsp;comes in<\/em><\/strong><strong><em>,<\/em><\/strong><strong><em>&nbsp;but at the same time<\/em><\/strong><strong><em>,<\/em><\/strong><strong><em>&nbsp;one of the result<\/em><\/strong><strong><em>&nbsp;part<\/em><\/strong><strong><em>s<\/em><\/strong><strong><em>,<\/em><\/strong><strong><em>&nbsp;putting th<\/em><\/strong><strong><em>at<\/em><\/strong><strong><em>&nbsp;focus on employees<\/em><\/strong><strong><em>&nbsp;engages<\/em><\/strong><strong><em>&nbsp;them.<\/em><\/strong><strong><em>&nbsp;<\/em><\/strong><strong><em>W<\/em><\/strong><strong><em>ould you agree&nbsp;<\/em><\/strong><strong><em>that&nbsp;<\/em><\/strong><strong><em>the employee engagement is probably the number one priority for most companies at this point of time<\/em><\/strong><strong><em>&nbsp;just to make sure that&nbsp;<\/em><\/strong><strong><em>at<\/em><\/strong><strong><em>&nbsp;<\/em><\/strong><strong><em>least<\/em><\/strong><strong><em>&nbsp;the employees should get the assurance that they are getting looked after<\/em><\/strong><strong><em>?<\/em><\/strong><strong><em>&nbsp;<\/em><\/strong>&nbsp;<\/p>\n\n\n\n<p>Definitely,&nbsp;I agree.&nbsp;And I think that the way you do that is you bring people in to decisions and we do&nbsp;surveying&nbsp;too.&nbsp;I\u2019m always a big fan of making sure employees\u2019&nbsp;voices are&nbsp;heard and that I\u2019m not&nbsp;creating all of the programs, so asking other people to get&nbsp;together in a small group,&nbsp;serving people on their thoughts,&nbsp;saying that we\u2019re going to do this and then&nbsp;actually telling people that we did this,&nbsp;and&nbsp;asking for feedback only helps the organization understand the intent and then how we\u2019re doing and what we can do better but engagement is all about what\u2019s in it for me.&nbsp;&nbsp;<\/p>\n\n\n\n<p>So,&nbsp;anytime the organization needs to achieve anything,&nbsp;we always want to look at it and tie it back to what\u2019s in it for me,&nbsp;what\u2019s in it for each individual,&nbsp;so that they feel more engaged in the process and we can talk about anything that needs to be discussed.&nbsp;&nbsp;<\/p>\n\n\n\n<p>Stay tuned in to&nbsp;<strong><a href=\"https:\/\/www.synergita.com\/\">Synergita<\/a><\/strong>&nbsp;TalentCast&nbsp;to gain more insights on how things work in HR space.&nbsp;<\/p>\n","protected":false},"excerpt":{"rendered":"<p>About Our Speaker&nbsp; Connie Clark,&nbsp;a result-oriented&nbsp;Senior&nbsp;strategic&nbsp;Human Resources leader,&nbsp;is&nbsp;currently working at&nbsp;Worksoft, a global software company.&nbsp;She&nbsp;has over 30 years of experience in&#8230;<\/p>\n","protected":false},"author":29,"featured_media":7329,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[303],"tags":[22],"ppma_author":[28],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v22.4 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>The Changes in HR Practices and Performance Management Systems<\/title>\n<meta name=\"description\" content=\"Listen to the insighful points from Connie Clark, Senior HR Director with over 30 years of experience, on how HR Practices have changed and impacted the way we work.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" 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