Subtract the tedium, add meaningful work
Your guide to adding value back to performance management, learning, and your day-to-day work life.
For businesses, HR tasks, performance management, employee learning, recruiting, onboarding, and overall talent management are vital to employee experience, engagement, and productivity. And if your business is relying on manual processes like Microsoft Excel to take on these tasks, you’re in that little rowboat trying to paddle across the ocean.
Furthermore, we’re betting that spending hours per week and year keeping records (that may or not be accurate) isn’t how you imagined your ideal job.
You were meant for more than paperwork. And the success of your business depends on you getting back to what matters the most… people.
All the wasted hours
Getting back to people work for HR professionals
14 hours lost per week
That’s a staggering number, but according to Career Builder, it’s really just the start. Their study also found that more than a quarter (28 percent) waste 20 hours or more, and 1 in 10 (11 percent) spend 30 hours or more. All due to a lack of automation.
What would you do if only you had the time?
As an HR professional, you are likely driven by a desire to help others learn, grow, and develop in their respective careers. You’ve got a sharp eye for talent and a desire to be strategic in how to build a company culture that fosters employee engagement and success for business goals.
The cold hard truth is that manual tools are standing between you and the achievement of those aspirations.Talent management software enables HR professionals to spend less time on tedium and get back to working with people. Furthermore, a talent management tool will help you be more strategic in your plans for building company culture and employee experience.
You’ll need all three elements to have a seat at the table with your company’s leadership and a valuable say in the direction of the company.
Becoming a better people manager
For managers: throw out traditional performance reviews and become the coach your team needs.
Because they feel they have to
An original study conducted by Cornerstone on the current practices surrounding performance reviews of business with fewer than 1,000 employees uncovered valuable insights. One of which, was that the second most popular reason managers conduct regular check-ins with employees is “because they feel they have to.”
Conversely, employees who receive regular feedback 3.6 times more likely to strongly agree that they are motivated to do outstanding work 3.0 times more likely to be engaged at work.
What’s causing the divide? Managers are checking a box when it comes to providing feedback, but employees want more. It’s not that managers are lazy or just don’t feel like stepping up. Far from it.
The top reasons managers struggle to provide feedback are:
- Lack of time
- Limited Coaching Skills
- No structure or strategy in place
A manager’s main responsibility is to ensure the success and engagement of their direct reports. Without time, training, and strategy, your people managers cannot do what is needed of them and your business as a whole will suffer.
Lack of time
This problem is likely made up of two separate issues. First, manually recording performance data takes up to 200 hours per year of a manager’s time. Lack of time is right! The second is that managers likely don’t find the time spent on feedback to be valuable.
performance management tool will automate processes to make it faster and more efficient. The right tool will do the heavy lifting for managers. Second, it will walk the manager and employee through the process of feedback step by step with guidance and notes. The guidance provided will likely tackle the problem of making feedback valuable and worth the time. 1 2 3 H
Limited coaching skills
More than six in ten Millennials (63 percent) say their “leadership skills are not being fully developed.” If you want your managers (millennial or otherwise) to succeed at people management, your company must provide the learning and development to become leaders.
Invest in a learning library full of on-demand content that can be assigned to leaders or self-assigned learning in the flow of work.