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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.

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Roswitha van der marketRoswitha A. van der Markt is a company consultant and executive coach for HP, Siemens and SAP.

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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, managerial, and faithful to 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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Most talked about last month:

  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
    FuzziJones

    Goodbye employee discussion! (Contribution via Twitter) gwugBanFYr

  3. Marc Wydler
    Marc Wydler

    RT @csrdiethelm: Exciting prospects "@anneschueller: You can not say better: Bye staff discussion! (Contribution via Twitter) LgNochxCKs "

  4. TRANSFORMATION STATION
    TRANSFORMATION STATION

    New #Leadership in Global Businesses: Bye Employee Talk! (Contribution via Twitter) glpr8BJH8Z

  5. Daniel Black
    Daniel Black

    RT @csrdiethelm: Exciting prospects "@anneschueller: You can not say better: Bye staff discussion! (Contribution via Twitter) LgNochxCKs "

  6. Cornelia Diethelm
    Cornelia Diethelm

    Exciting prospects "@anneschueller: You can not say better: Bye staff discussion! (Contribution via Twitter) LgNochxCKs "

  7. Ingo Stoll
    Ingo Stoll

    New #Leadership in Global Businesses: Bye Employee Talk! (Contribution via Twitter) EmrDEm1vGo

  8. Anke of Skerst
    Anke of Skerst

    Leadership change: (Contribution via Twitter) gpZij99C6V p ... (Contribution via Twitter) vv38mPSaGR

  9. Anke of Skerst
    Anke of Skerst

    (Contribution via Twitter) TY1YKLvvVp
    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 dialogical and appreciative leadership in my seminars and workshops with remarkable successes: sick days are minimized, efficiency increases, employees 'grow'.
    When one has dealt with the positive ground motives of man, it is no different. But whoever uses the negative mechanisms of exclusion, disregard, contempt, depreciation, gets what we so often find in companies: refusal to perform.

  11. Andreas Wollin
    Andreas Wollin

    "Away from hierarchical control thinking to appreciation of the person." - A modern credo for every manager (Contribution via Twitter) QpWyvOpasy

  12. Pius Good

    New Leadership in Global Business (Contribution via Twitter) XkB3JpRoVd

  13. FcF Institute
    FcF Institute

    new view of employee discussions - necessary or not .... new theme or summer ... (Contribution via Twitter) kcf4tEBr9V

    • 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
    Deutschlands100.de

    "New Leadership in Global Business: Bye Employee Interview!" (Contribution via Twitter) fMbOVHygEG

  15. Anke Paulick
    Anke Paulick

    New Leadership: Accenture, Adobe, Google, Microsoft and Co Say "Bye Employee Interview" (Contribution via Twitter) Yygw62JsNt

  16. C. Meyer-Hentschel
    C. Meyer-Hentschel

    New Leadership in Global Businesses: Bye Employee Talks! | CHARACTER PICTURES (Contribution via Twitter) 9EKbP21nyW

  17. Kinga

    New Leadership in Global Businesses: Bye Employee Talks! (Contribution via Twitter) LKK5nFSZ04 #leadership15 #leadershipmatters

  18. BEITRAINING Berlin-M
    BEITRAINING Berlin-M

    New Leadership in Global Businesses: Bye Employee Talks! | CHARACTER PICTURES (Contribution via Twitter) jIBg9qztZU

  19. female managers
    female managers

    New Leadership in Global Businesses: Bye Employee Talks! (Contribution via Twitter) kQUVoY8RLs via @CourseFrames

  20. Petra Schlitt
    Petra Schlitt

    Adieu employee discussion! Path from the hierarchical control to the value estimation of the person. (Contribution via Twitter) TAwSKN1yjv

  21. Gordian Knauss
    Gordian Knauss

    RT @AndreaPizzato_T: (Contribution via Twitter) G0m4Gc65eF interesting article on the "new leadership culture

  22. Andrea Pizzato
    Andrea Pizzato

    (Contribution via Twitter) G0m4Gc65eF interesting article on the "new leadership culture

  23. Advertisement
    Advertisement

    New leadership in global enterprises; Goodbye employee discussion! (Contribution via Twitter) 6LiIGHj6u7

  24. Hanno Schulz
    Hanno Schulz

    (Contribution via Twitter) 4xxHgMe7HG

  25. Staufenbiel Institut
    Staufenbiel Institut

    Time and attendance? Nope! Staff meetings? What for? Accenture, Microsoft & Google do it (Contribution via Twitter) Xl3TuMm2JQ #Workshop #HR #Career

  26. frecklesfairy
    frecklesfairy

    RT @anneschueller: You can not say better: Bye staff discussion! (Contribution via Twitter) HVT9mkhC8F

  27. ws

    "Bye employee interview!"

    Farewell to a leadership instrument.

    (Contribution via Twitter) 243bL3H9yg
    #Communication #Conflict Management # Leadership

  28. Frank Erfurt
    Frank Erfurt

    RT @anneschueller: You can not say better: Bye staff discussion! (Contribution via Twitter) HVT9mkhC8F

  29. Amaury Delplanque
    Amaury Delplanque

    RT emmel11: Tchüss employee discussions. An interesting approach to employee leadership #people #management (Contribution via Twitter) 87Nq5xAGGC

  30. Thomas Hecht
    Thomas Hecht

    RT @anneschueller: You can not say better: Bye staff discussion! (Contribution via Twitter) HVT9mkhC8F

  31. joritter

    Hopefully, the reference to these big brands makes all traditional companies courage to change! (Contribution via Twitter) NRFxbC6Zai

  32. Anne M. Schüller
    Anne M. Schüller

    You can not say better: Bye co-worker talk! (Contribution via Twitter) HVT9mkhC8F

  33. Bjoern Emmerling
    Bjoern Emmerling

    Tchüss employee talks. An interesting approach to employee leadership #people #management (Contribution via Twitter) 0hGJDRZjHH

  34. Amaury Delplanque
    Amaury Delplanque

    RT BettinaLeitner: Bye to employees' talks! (Contribution via Twitter) RsVZTkR1rK #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
    Roswitha vanderMarkt

    New Leadership in Global Companies, Companies like Accenture, Microsoft say goodbye to the employee talks
    (Contribution via Twitter) gedGTorvGW

  37. Bettina Leitner
    Bettina Leitner

    Goodbye employee discussion! (Contribution via Twitter) A9fVlTO2r7 #leadership #management

  38. Uleika

    If you are familiar with the idea of ​​having found the "right employee", you give him freedom, authority and ... (Contribution via Twitter) lBl4jv5kpI

  39. Christian Rees
    Christian Rees

    New Leadership in Global Businesses: Bye Employee Talks! | OCCUPATIONS - (Contribution via Twitter) gjnZdyAXIJ The employee ...

  40. Claudia Schmitz
    Claudia Schmitz

    How does Microsoft and co? Without a hierarchy? (Contribution via Twitter) A5bgJHMhE9

  41. Khalil Bawar ✏️
    Khalil Bawar ✏️

    OK then! "New Leadership in Global Business: Bye Employee Interview!" (Contribution via Twitter) IHAgiOSJpw

  42. Beate Remus

    Fine, the unpopular annual talk is farewell. As a management tool, it has obviously only served a good deal for those executives, who in any case maintain a regular communication with the employees and are in real contact with them. Bye also to performance measurement and control? In the age of company apps & co, I consider this a theoretical approach. And with such a year the annual talks were also once praised in the leadership day.

    • 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 been involved in intensive mutual feedback between management and employees for a long time, not in the usual way - not as usual from the manager to the employee, but as a partner 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 deal with 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% of management diversity, 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. But the core factor for success lies in the selection of the right employees.

  43. Raffaela Tanner
    Raffaela Tanner

    #Paradigmenwechsel in # Leadership Culture? Global companies are breaking new ground
    (Contribution via Twitter) KjkrvVS6V2

  44. Rheinost Consultants
    Rheinost Consultants

    (Contribution via Twitter) nCZGEnRCQU

  45. alexander broj
    alexander broj

    New leadership in global enterprises; Goodbye employee discussion! #agile #organisation #hr #digital (Contribution via Twitter) ic930HzZOf

  46. PR_Coach

    Interesting: New Leadership in Global #Companies: Bye # Staff Conversation! @XING_en #Career #Management (Contribution via Twitter) m1YuOF7Fp2

  47. Wolfgang Lusak
    Wolfgang Lusak

    (Contribution via Twitter) 5FYnMYggIM

  48. Tom Klein

    New Leadership in Global Businesses: Bye Employee Talks! | CHARACTER PICTURES (Contribution via Twitter) NPfjYaiKxf

  49. Ulmann Mathias
    Ulmann Mathias

    RT @Profile Images: New Leadership in Global Enterprises; Goodbye employee discussion! - (Contribution via Twitter) wno7cvHNdp

  50. Goetz Hannemann
    Goetz Hannemann

    RT: New leadership in global companies; Goodbye employee discussion! - (Contribution via Twitter) hLOmvBOs7g

  51. Nico Schilling
    Nico Schilling

    New #Leadership in global companies: bye # employee talk! (Contribution via Twitter) niPMlCcYMf

  52. Ulrich Goldschmidt
    Ulrich Goldschmidt

    News about Performance Management (Contribution via Twitter) 9yGUEvZ3tz Also fits my post for @manager_magazin (Contribution via Twitter) 0gXl6hdQ6Q

  53. THE LEADERSHIP
    THE LEADERSHIP

    New Leadership: from the hierarchical control to the value estimation of the person (Contribution via Twitter) REtdjXpIxN @ Professions

  54. firm-job

    New Leadership in Global Businesses: Bye Employee Talk !: Companies such as Accenture, Adobe, Google, Mic ... (Contribution via Twitter) 4VS4pwBIm5

  55. Frank Arndt
    Frank Arndt

    New Leadership in Global Businesses: Bye Employee Talks! | OCCUPATIONS - (Contribution via Twitter) LGi6eIl9Iw Leader aufpas ...

  56. Frank Arndt
    Frank Arndt

    Leader: Paradigm change in performance management, this step shows the massive paradigm shift ... (Contribution via Twitter) jkJ7AjTnR2

  57. Competencepartner
    Competencepartner

    New leadership in global enterprises; By the way: Accenture, Ad ... (Contribution via Twitter) gQZdWtKEOn #Profession #Development

  58. Burkhard Binder
    Burkhard Binder

    RT @teggert: New leadership in global companies; Goodbye employee discussion! via BERUFEBILDER (Contribution via Twitter) QKEvdBkv8s

  59. REGIS GMBH
    REGIS GMBH

    New leadership in global enterprises; Goodbye employee discussion! via BERUFEBILDER (Contribution via Twitter) OQOcclMyvS

  60. Thomas Eggert
    Thomas Eggert

    New leadership in global enterprises; Goodbye employee discussion! via BERUFEBILDER (Contribution via Twitter) QKEvdBkv8s

  61. Simone Janson
    Simone Janson

    New leadership in global enterprises; Goodbye employee discussion! - (Contribution via Twitter) 3n75xr5vUW

  62. Jobbuilder (engl. for Berufebilder)
    Jobbuilder (engl. for Berufebilder)

    New leadership in global enterprises; Goodbye employee discussion! - (Contribution via Twitter) wno7cvHNdp

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