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New Leadership in Global Businesses: Bye Employee Talks!


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Companies such as Accenture, Adobe, Google, Microsoft are among the 6% list of Fortune 500 Companywho have abandoned common management tools. They no longer have time tracking, nor do they have annual performance appraisal interviews.

Performance Review


Writing for you: Roswitha A. van der Markt is a company consultant and executive coach for HP, Siemens and SAP. Profile

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Paradigm change in performance management

This step demonstrates the massive paradigm shift in leadership and management, away from hierarchical control thinking and the person's appreciation. Accenture CEO Pierre Nanterme describes this as an "art of leadership" that is not in the field of measurement and evaluation, but in the performance control, but in the careful selection and promotion of the right person. If you are familiar with the idea of ​​having found the "right employee", you give him freedom, authority and delegation to innovation. If you believe in this person, you need a continuous partnership dialogue, based on trust and appreciation, and therefore on only a few, very simple questions.

So far, in large corporations, on average, more than 200 hours of each manager's work are spent on preparation and follow-up alone, such as conducting annual employee interviews and evaluations. According to study the CEB HR advice use Company with some 10 000 employees around 35 million $ annually solely for measuring the performance of their employees, including advanced performance management technology.

Previous performance management systems miss the target

Many studies have shown that the results of such time-consuming and cost-intensive processes are much too low. Even the positively assessed performers were rather demotivated and frustrated by the annual employee discussions, especially as the direct and high-quality dialogue with the supervisor could not be solved. Especially since 95% of the managers were dissatisfied with this type of employee evaluation and 90% of the personnel managers did not receive accurate information on how to improve the performance management system.

The goal of encouraging and motivating the employees individually was thus missed. In addition, Brian Kropp, HR Practice Lead at CEB, emphasizes that previous performance management systems had rewarded above all "narcissistic" employees, who were able to put themselves into the light very well, while others, especially introvert team members, for organization and results, have fallen through the grid.

A "new" leadership culture emerges

All in all a development that means a significant jerk in mindset, which means new leadership culture. A departure from the typical performance rankings that served our old quantitative performance mantra - faster, higher, more: greedy for short-term profit, career-oriented, adaptive, managing, and believing in numbers.

In March of this year, Deloitte adopted the classic ranking system, as Microsoft already two years ago. Positioning, status, power and hierarchy have become obsolete. At Microsoft, many of the project and process managers are "more powerful", more influential than top line managers in other companies. Hierarchical titles have no meaningfulness, offer no security for success. Criteria such as leadership span and depth no longer count, but solely the responsibility for a relevant project. Who is still dependent on status and authority, who is not ready to shape change and to constantly learn about it, is open to cooperation and transparency, is out of place. The myth of a steep corporate career as a self-fulfilling success no longer attracts.

What is the new performance mantra?

Guidance itself, but this is not easier. Management is only effective and legitimate if it allows for open-minded, partnership-based dialogue on the basis of meaning, self-responsibility and moderation of efficient cooperation. The basis for this is trust and appreciation, trust in self-motivation and self-motivation, in the outcome orientation of the individual.

The new performance mantra is qualitative: more conscious, intelligent and sustainable, and thus more challenging for the individual responsibility and self-management of each individual.

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  1. Carsten Seiffert - SeiffertBenefit

    I understand the approach behind the new method of leadership, but I do not like the eternal "equalization". Assuming that the elimination of timekeeping and employee interviews gets every employee equally well, is a fatal fallacy. The personality of many employees needs clear and orderly structures, so that they can be in top form. Just as some employees get well enough that strict structures and processes are eliminated, there are employees who need exactly these structures in order to be able to fully utilize their strengths.

    Personally, I welcome it when new thinking and innovative ideas are implemented in the context of employee leadership. However, as long as this is implemented in the tenor "one size fits all", 50% of the employees are not always picked up by the "modern employee management approach" and are then no longer up-to-date.

    I would like more individual approaches that take into account the needs of the individual.

    Best Regards
    Carsten Seiffert
    Strength Training

    • Simone Janson

      Hello Mr. Seiffert,
      interesting approach. It's hard to imagine what an 50% rule should look like in a company without it being considered unfair - according to the motto "Employee A has free time scheduling and no employee appraisal, employee B has fixed working hours and has to talk to them. "
      Who then decides who is in which group? Are there already companies in which this model has been implemented?
      Regards

  2. FuzziJones

    Goodbye employee discussion! - Exciting contributiongwugBanFYr

  3. Marc Wydler

    RT @csrdiethelm: Exciting prospects "@anneschueller: You can not say better: Bye staff discussion! - Exciting contributionLgNochxCKs "

  4. TRANSFORMATION STATION

    New #Leadership in Global Businesses: Bye Employee Talk! - Exciting contributionglpr8BJH8Z

  5. Daniel Black

    RT @csrdiethelm: Exciting prospects "@anneschueller: You can not say better: Bye staff discussion! - Exciting contributionLgNochxCKs "

  6. Cornelia Diethelm

    Exciting prospects "@anneschueller: You can not say better: Bye staff discussion! - Exciting contributionLgNochxCKs "

  7. Ingo Stoll

    New #Leadership in Global Businesses: Bye Employee Talk! - Exciting contributionEmrDEm1vGo

  8. Anke of Skerst

    Leadership change: - Exciting contributiongpZij99C6V p ... - Exciting contributionvv38mPSaGR

  9. Anke of Skerst

    - Exciting contributionTY1YKLvvVp
    That's what I'm saying!

  10. Anke of Skerst

    Yes, at last the big ones wake up as well: I have been systematically training this topic of dialogue and appreciative leadership in my seminars and workshops with remarkable successes: sick days are minimized, efficiency increases, employees 'grow'.
    If you have dealt with the positive basic motives of man, it's no different. But those who use the negative mechanisms of exclusion, disrespect, contempt, devaluation, get what we find so often in companies: denial.

  11. Andreas Wollin

    "Away from hierarchical control thinking to appreciation of the person." - A modern credo for every manager - Exciting contributionQpWyvOpasy

  12. Pius Good

    New Leadership in Global Business - Exciting contributionXkB3JpRoVd

  13. FcF Institute

    new perspective on employee appraisals - necessary or not .... new topic or summer gap ... - Exciting contributionkcf4tEBr9V

    • Roswitha A. van der Markt

      Certainly no "summer gap", this development to a service-leading, with high transparency and partnership-based feedback structure has been supported by these companies for years. The omission of the annual performance reviews is only a logical consequence.

  14. Deutschlands100.de

    "New Leadership in Global Business: Bye Employee Interview!" - Exciting contributionfMbOVHygEG

  15. Anke Paulick

    New Leadership: Accenture, Adobe, Google, Microsoft and Co Say "Bye Employee Interview" - Exciting contributionYygw62JsNt

  16. C. Meyer-Hentschel

    New Leadership in Global Businesses: Bye Employee Talks! | CHARACTER PICTURES - Exciting contribution9EKbP21nyW

  17. Kinga

    New Leadership in Global Businesses: Bye Employee Talks! - Exciting contributionLKK5nFSZ04 #leadership15 #leadershipmatters

  18. BEITRAINING Berlin-M

    New Leadership in Global Businesses: Bye Employee Talks! | CHARACTER PICTURES - Exciting contributionjIBg9qztZU

  19. female managers

    New Leadership in Global Businesses: Bye Employee Talks! - Exciting contributionkQUVoY8RLs via @CourseFrames

  20. Petra Schlitt

    Adieu employee discussion! Path from the hierarchical control to the value estimation of the person. - Exciting contributionTAwSKN1yjv

  21. Gordian Knauss

    RT @AndreaPizzato_T: - Exciting contributionG0m4Gc65eF interesting article on the "new leadership culture

  22. Andrea Pizzato

    - Exciting contributionG0m4Gc65eF interesting article on the "new leadership culture

  23. Advertisement

    New leadership in global enterprises; Goodbye employee discussion! - Exciting contribution6LiIGHj6u7

  24. Hanno Schulz

    - Exciting contribution4xxHgMe7HG

  25. Staufenbiel Institut

    Time and attendance? Nope! Staff meetings? What for? Accenture, Microsoft & Google do it - Exciting contributionXl3TuMm2JQ #Workshop #HR #Career

  26. frecklesfairy

    RT @anneschueller: You can not say better: Bye staff discussion! - Exciting contributionHVT9mkhC8F

  27. ws

    "Bye employee interview!"

    Farewell to a leadership instrument.

    - Exciting contribution243bL3H9yg
    #Communication #Conflict Management # Leadership

  28. Frank Erfurt

    RT @anneschueller: You can not say better: Bye staff discussion! - Exciting contributionHVT9mkhC8F

  29. Amaury Delplanque

    RT emmel11: Tchüss employee discussions. An interesting approach to employee leadership #people #management - Exciting contribution87Nq5xAGGC

  30. Thomas Hecht

    RT @anneschueller: You can not say better: Bye staff discussion! - Exciting contributionHVT9mkhC8F

  31. joritter

    Hopefully, the reference to these big brands makes all traditional companies courage to change! - Exciting contributionNRFxbC6Zai

  32. Anne M. Schüller

    You can not say better: Bye co-worker talk! - Exciting contributionHVT9mkhC8F

  33. Bjoern Emmerling

    Tchüss employee talks. An interesting approach to employee leadership #people #management - Exciting contribution0hGJDRZjHH

  34. Amaury Delplanque

    RT BettinaLeitner: Bye to employees' talks! - Exciting contributionRsVZTkR1rK #leadership #management

  35. Bernhard Labusch

    For this to work, the employees must be familiar.

    • Simone Janson

      Hello Mr. Labusch,
      I agree with you. This is certainly a crux of the New Leadership idea.

    • Roswitha A. van der Markt

      Hello Mr. Labusch,
      as I have already pointed out in the article, trust and appreciation are the foundation, the prerequisite that this works. The company relies on the willingness, motivation and dedication of the employee and therefore acts on the same level, in partnership and not with control. However, a corresponding corporate culture is necessary for this purpose.

  36. Roswitha vanderMarkt

    New Leadership in Global Companies, Companies like Accenture, Microsoft say goodbye to the employee talks
    - Exciting contributiongedGTorvGW

  37. Bettina Leitner

    Goodbye employee discussion! - Exciting contributionA9fVlTO2r7 #leadership #management

  38. Uleika

    If one trusts in finding the "right employee", then one gives him space, authority and ... - Exciting contributionlBl4jv5kpI

  39. Christian Rees

    New Leadership in Global Business: Bye Employee Review! | PROFESSIONAL IMAGES - - Exciting contributiongjnZdyAXIJ The employee ...

  40. Claudia Schmitz

    How does Microsoft and co? Without a hierarchy? - Exciting contributionA5bgJHMhE9

  41. Khalil Bawar ✏️

    OK then! "New Leadership in Global Business: Bye Employee Interview!" - Exciting contributionIHAgiOSJpw

  42. Beate Remus

    Fine, the much-unpopular annual meeting passes. As a management tool, it has obviously done a good job only for those executives who, in any case, maintain regular communication with employees and are in genuine contact with them. Bye also to performance measurement and control? In the age of corporate apps & Co. I consider this a theoretical approach. And with such a one, the annual talks were once praised even in the leadership everyday.

    • Simone Janson

      Hello Ms Remus,
      this is an exciting topic. From my own experience with executives, who were theoretically involved in such a leadership approach, but were practically not yet ripe and even too afraid of it, I am also rather skeptical as to whether we can already say goodbye to performance surveys and control. But I also like to teach a better one.

    • Roswitha A. van der Markt

      Hello Ms Remus,
      Accenture and Microsoft, for example, have long since introduced in practice, not theoretically, intensive mutual feedback between managers and employees - not as usual from the manager to the employee, but a partnership-based conversation in both directions: What was good? Where are we right? What else should we improve? How could we improve this? How can the manager support the individual employee, the team even better? How do we approach problem solving?
      The principle of "performance measurement" has thus changed in the direction of serving guidance. Yes, it is measured, but differently, eg how values ​​have been implemented in the company, where there is room for improvement and how they can be implemented, eg the% of women in top management, ie partners or the% of diversity in management, means different nations , Religions. For studies have shown that various top management teams in global companies have also achieved a much better economic result. There is also constant feedback within the respective projects, including from the project staff to the project manager. The objective is better customer satisfaction, "in time & quality" for the customer, the project, the product, and not to put the employee in a quota from 1 to 5 in boxes and thus to demotivate. This is based on trust, the basis for trust and appreciation is a partnership corporate culture. However, the core factor for success lies in the selection of the right employees.

  43. Raffaela Tanner

    #Paradigmenwechsel in # Leadership Culture? Global companies are breaking new ground
    - Exciting contributionKjkrvVS6V2

  44. Rheinost Consultants

    - Exciting contributionnCZGEnRCQU

  45. alexander broj

    New leadership in global enterprises; Goodbye employee discussion! #agile #organisation #hr #digital - Highly recommended ic930HzZOf

  46. PR_Coach

    Interesting: New Leadership in Global #Companies: Bye # Staff Conversation! @XING_en #Career #Management - Highly recommended m1YuOF7Fp2

  47. Wolfgang Lusak

    - Exciting contribution5FYnMYggIM

  48. Tom Klein

    New Leadership in Global Businesses: Bye Employee Talks! | CHARACTER PICTURES - Exciting contributionNPfjYaiKxf

  49. Ulmann Mathias

    RT @ Job Pictures: New Leadership in Global Business; Bye employee interview! - - Exciting contributionwno7cvHNdp

  50. Goetz Hannemann

    RT: New Leadership in Global Business; Bye employee interview! - - Exciting contributionhLOmvBOs7g

  51. Nico Schilling

    New #Leadership in global companies: bye # employee talk! - Exciting contributionniPMlCcYMf

  52. Ulrich Goldschmidt

    News about Performance Management - Exciting contribution9yGUEvZ3tz Also fits my post for @manager_magazin - Exciting contribution0gXl6hdQ6Q

  53. THE LEADERSHIP

    New Leadership: from the hierarchical control to the value estimation of the person - Exciting contributionREtdjXpIxN @ Professions

  54. firm-job

    New Leadership in Global Business: Bye Employee Review !: Companies like Accenture, Adobe, Google, Mic ... - Exciting contribution4VS4pwBIm5

  55. Frank Arndt

    New Leadership in Global Business: Bye Employee Review! | PROFESSIONAL IMAGES - - Exciting contributionLGi6eIl9Iw Leader beware ...

  56. Frank Arndt

    Leader beware: paradigm change in performance management, this step shows the massive paradigm shift ... - Exciting contributionjkJ7AjTnR2

  57. Competencepartner

    New Leadership in Global Business; Bye employee review !: Companies like Accenture, Ad ... - Exciting contributiongQZdWtKEOn #Profession #Development

  58. Burkhard Binder

    RT @teggert: New leadership in global companies; Goodbye employee discussion! via BERUFEBILDER - Exciting contributionQKEvdBkv8s

  59. REGIS GMBH

    New leadership in global enterprises; Goodbye employee discussion! via BERUFEBILDER - Exciting contributionOQOcclMyvS

  60. Thomas Eggert

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