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.

New Leadership in Global Businesses: Bye Employee Talks! Performance Review


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

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Paradigm change in performance management

This step shows the massive paradigm shift in leadership and management, away from hierarchical control thinking towards appreciation of the person. Accenture CEO Pierre Nanterme describes this as an “art of leadership”, which does not lie in measuring and evaluating, ie in performance monitoring, but in the careful selection and promotion of the right person. If you trust that you have found the “right employee”, then you give him the freedom, authority and delegation to innovate. If you believe in this person, you need a continuous dialogue based on partnership 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 worked by each manager are spent on preparation and follow-up, such as conducting annual employee interviews and evaluations. According to a study by CEB HR Consulting, companies with around 10 000 employees use around $ 35 million a year solely for the performance measurement of their employees, including modern 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.

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The goal of better encouraging and motivating employees individually was therefore not achieved. In addition, Brian Kropp, HR Practice Lead at CEB, emphasizes that previous performance management systems have primarily rewarded “narcissistic” employees who knew how to put themselves in the spotlight, while other, especially introverted, team members were very rewarding campaign for organization and results, have rather fallen through the cracks.

A “new” leadership culture is emerging

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 this year, Deloitte said goodbye to the classic ranking system, as Microsoft did two years ago. Positioning, status, power and hierarchy thinking 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 are meaningless and do not offer any guarantee of success. Criteria such as the range and depth of leadership no longer count, but only the responsibility for a relevant project. Anyone who still depends on status and authority, who is not willing to make changes and learn constantly, is open to cooperation and transparency, is out of place. The myth of a steep corporate career as a singularly blissful success no longer works.

What is the new performance mantra?

Leadership in itself, however, does not make it easier. Management is only effective and legitimate if it is in an open, partnership-based dialogue at eye level, Sense enables, encourages personal responsibility and moderates efficient cooperation. The basis for this is trust and appreciation, trust in the willingness to perform and self-motivation, in the results 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 don't like the eternal "equalization". It is a fatal fallacy to assume that the elimination of working time recording and employee reviews is equally good for every employee. The personality of many employees requires clear and orderly structures so that they can be in top form. Just as some employees benefit from strict structures and processes being eliminated, there are employees who need exactly these structures in order to be able to use their strengths to the full.

    I personally appreciate it when new approaches and innovative ideas are implemented within the framework of employee management. However, as long as this is implemented in the tenor of “one size fits all”, 50% of employees are never picked up by the “modern employee management approach” and are 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. I can hardly imagine what a 50% rule should look like in a company without it being considered unfair - according to the motto “Employee A has free time and no appraisal interview, Employee B, on the other hand, has fixed working hours and needs to talk. ”
      Who then decides who is in which group? Are there already companies in which this model has been implemented?
      Regards

  2. FuzziJones

    Bye employee interview! - 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

    The big ones are finally waking up: I have been systematically training this topic of dialogical and appreciative leadership for a long time in my seminars and workshops with considerable success: 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

    “Moving away from hierarchical control thinking towards 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 view of employee discussions - necessary or not .... new theme or summer ... - Exciting contributionkcf4tEBr9V

    • Roswitha A. van der Markt

      Certainly not a “summer gap”, this development to a serving leadership, with high transparency and partnership-based feedback structure has been borne by these companies for years. The elimination of the annual performance reviews is only a logical consequence.

  14. Deutschlands100.de

    “New leadership in global companies: goodbye employee review!” - Exciting contributionfMbOVHygEG

  15. Anke Paulick

    New Leadership: Accenture, Adobe, Google, Microsoft and Co say “goodbye employee review” - 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 @Berufebilder

  20. Petra Schlitt

    Goodbye employee interview! Away from hierarchical control thinking to appreciation of the person. - Exciting contributionTAwSKN1yjv

  21. Gordian Knauss

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

  22. Andrea Pizzato

    - Exciting contributionG0m4Gc65eF interesting article on “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 review!"

    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 Enterprises, companies like Accenture, Microsoft say goodbye to the appraisal interview
    - Exciting contributiongedGTorvGW

  37. Bettina Leitner

    Bye employee interview! - Exciting contributionA9fVlTO2r7 #leadership #management

  38. Uleika

    If you trust to have found the "right employee", then you give him space, authority and ... - Exciting contributionlBl4jv5kpI

  39. Christian Rees

    New Leadership in Global Business: Bye Employee Interview! | PROFESSIONAL PICTURES - - 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 companies: goodbye employee review!” - Exciting contributionIHAgiOSJpw

  42. Beate Remus

    Fine, the ever-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 year, the annual talks were once praised even in the leadership everyday.

    • Simone Janson

      Hello Mrs. 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 Mrs. Remus,
      Accenture and Microsoft, for example, have long been in practice, not theoretically, introducing intense feedback between executives and employees - not from the manager to the employee, as usual, but a two-way partnership: 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 leadership. Yes, it is measured, but differently, e.g. how values ​​have been implemented in the company, where there is room for improvement and how they can be implemented in practice, e.g. the% of women in top management, i.e. partners or the% of diversity in management, means different nations , Religions. Because studies showed that various top management teams in global companies 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 goal is a better customer satisfaction, "in time & quality" for the customer, the project, the product, and not to put the employees in a quota of 1 to 5 in boxes and thus to demotivate them. The basis for this is trust, the basis for trust and appreciation is a corporate culture based on partnership. The core factor for success, however, 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 @Berufebilder: 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 LEADERS

    New Leadership: Away from hierarchical control thinking to appreciation of the person - Exciting contributionREtdjXpIxN @Berufebilder

  54. firm-job

    New Leadership in Global Businesses: Bye Employee Talk !: Companies such as Accenture, Adobe, Google, Mic ... - Exciting contribution4VS4pwBIm5

  55. Frank Arndt

    New Leadership in Global Business: Bye Employee Interview! | PROFESSIONAL PICTURES - - Exciting contributionLGi6eIl9Iw Leader aufpas ...

  56. Frank Arndt

    Leader: 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 Business; Bye employee interview! via PROFESSIONAL PICTURES - Exciting contributionQKEvdBkv8s

  59. REGIS GMBH

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

  60. Thomas Eggert

    New leadership in global enterprises; Goodbye employee discussion! via BERUFEBILDER - Exciting contributionQKEvdBkv8s

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