Updated: Dec 3, 2020
Welcome to episode two of GlobalLeadership Talks! This second episode of series 1 continues our conversation with HR experts Nicole Barrow of DHL, Kathleen Procario of Bacardi, and Kathleen Halligan of People Performance as they discuss the evolution of the workplace during a pandemic - with today's focus on Managing, Motivating, and Measuring performance in a socially distanced or remote workplace.
HOW DO WE MANAGE, MEASURE, MOTIVATE? – KEY TAKE AWAYS
Performance measurements systems: Key is through a more frequent dialogue to adjust people’s commitments and goals, e.g. weekly team conversations with goal adjustments – keep it flexible.
Motivating: performance goals & measurements are created by the individual and become part of their performance profile – not a top down approach. This ensures ownership, accountability, and clarity in conversations with their managers.
Managing the performance of your team: ask “How would I like to be managed?” Become more deliberate about your conversations. Listen to the cues of employees: “How can we work together better?” and, “What level of support do I need to provide?”
Measurements: it's about managing the outcome. Trust your people to make decisions and be prepared to be delighted by the outcome. Press the “Pause” button if editing is needed.
Stress: often caused by the fear of the unknown. Being addressed by managers with more empathy, more flexibility, supportive of new working conditions – we are seeing an increase in the EQ coefficient.
Connecting is paramount: have multiple touch points to communicate messages, formally and informally. Town halls were found to be effective – don’t assume people know.
Strategic decision making – needs to be swift – a more dynamic environment supports this, versus hierarchical structure. Gather decision makers around the table. Trust & Empower. Cultivate & share best practice – enable freedom within a framework.
Global and Regional approaches – key is freedom within a giving framework and being empowered to act.
Preventing burn-out: improving Wellness offers to support the employees – e.g. Virtual Yoga and meditation classes.
Advice from the Panel:
Stay connected to customers & employees with more diligence and a personal touch - Trust and empower.
Transparency throughout all communications, with honesty and humility.
Put on your own oxygen mask first: Ask yourself, “How do I want to be managed?”
Will we see a decline in old hierarchical structures into more partnership approaches enabling the motivation to work faster and with more transparency?
Stay tuned for Episode 3 - How do we help people Thrive in this environment?