Archive for the ‘Human Resources’ Category

7 ways to give great feedback

Hayley wrote a great post on our Engauge blog on how to make feedback more valuable.

Thought you might like to have a look.

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What do we measure?

I’ve just finished reading an article about testing your marketing messages.  The example used was of testing the effectiveness of one headline against another. Its common marketing wisdom and we know that overall, those that follow the dictum have great marketing success than those of us who randomly dump words on the page and hope we hit the target.

The point of this article is that these days there are loads of clear and easy-to-use tools that will deliver feedback from the market to tell you whether you are reaching your tHead-measurementarget audience, whether the message is clear, and whether its on the mark. More and more people – even those who don’t have massive marketing budgets to spend – are coming round to the logic of testing your marketing message.  It just makes sense. Understand where there’s room for improvement and then make the changes.  Couldn’t be clearer.

Strange then, that the same logic doesn’t always apply when people consider training. So often companies make an educated guess at what training is required. Yes, sometimes its fairly obvious. But sometimes, its just what the MD thinks would be a good idea, or what a current management guru is talking about, or even the latest training brochure lands on the desk.

Surely, its just as sensible to assess skills gaps before deciding what training to apply?  It would seem logical to measure performance first and then decide on action.  Hopefully, just like the measurement of marketing messages, quantifying strengths and development needs is becoming accepted as the logical starting point for actions.  360-degree feedback is a pretty good starting point.

Most Influential – the morning after

Last night's event was really interesting. I attended Human Resources Magazine's Most Influential in HR Awards at Claridges in London. It was a great event, where I had the opportunity to meet some really interesting people.

Mouse.stethoscope
We had some great conversations about metrics and how you prove the returns on measuring the engagement of your staff (amongst other things). 

It was generally acknowledged that measurement was essential in HR, and that there was enough soft evidence to show that keeping your finger on the pulse of staff motivation and competence is critical. What is not quite as easy is to do is to find hard figures to help build a case to the board. It is possible and we discussed a few examples from personal experience. By and large though, I think its going to be up to HR directors who want real growth in their people, to argue their case strongly and persuade the board to give it a try. After all, as we said last night, even 1% growth in employee engagement can make a far greater contribution to the bottom line.

So here's a question for you – when did you last take the pulse of your organisation? If not recently, then measure the engagement, or the competence levels in your organisation at the very least, and see what you discover. There will be something – I can guarantee it.

Oh, and you want to know who are HR's most influential thinkers and practitioners this year? They're listed on Human Resources magazine's website.

Most Influential

What makes someone 'Most Influential' in their field?

I've been invited to Human Resources Magazine's Most Influential in HR Event tomorrow night. I'm looking forward to it immensely – its going to be a fascinating evening.

And I'll let you know what makes someone 'most influential' after the event…