Skip to content
Welcome

Performance


Add New Idea

Category:
Performance

1
Shift nomenclature of 'remote work'
Remote
Inclusion
Performance
Employee Experience
Work Practices
When we use the term 'remote' work we push against diversity of locations and inclusion of those not physically located in the defined and central location. Remote means far or not connected and we are certainly not that in the world of technology we live in. Shifting to "distributed work" (see Matt Mullenweg's work at Word Pres), just defining a colleague's geographic location (I'm working from NJ or I am working from TX) and or simplifying to "I'm working at the organization's Center City Philadelphia location" or "I'm flexibly working from downtown San Francisco today."
👍
27
SL
Susan LaMotte
2
Internal career coaching to support agile teams
Performance
Employee Experience
Create internal career coaches who proactively track acquired skills, capabilities, and interests of your team to deploy them to different internal projects as needed, rather than keeping them locked into rigid roles and teams.
👍
19
LS
Lars Schmidt
3
Universal Basic Income
Compensation
Work Practices
Employee Experience
Performance
Pay people a monthly stipend to cover basics in life so that they are intrinsically motivated to show up and perform. Workers become more productive, and the experience of work is more satisfying.
👍
18
LR
Laurie Ruettimann
4
Improve manager performance
Performance
Employee Experience
Work Practices
Empower managers to manage their teams with a focus on outcomes and deliverables, as opposed to time spent in the office. Train managers to be coaches, with a focus on employee skill development and growth.
👍
15
AS
Angela Smith
5
Written and asynchronous video communication will become more important
Work Practices
Employee Experience
Culture & Values
Performance
Remote
Working remotely inherently leads to small communication gaps that accumulate over time. Being able to communicate effectively with words and asynchronous video will become a sought-after skillset.
👍
8
JH
Justin Hales
6
Create shorter-term employment models
Recruiting
Remote
Performance
Work Practices
Employee Experience
With more employees working remotely (in roles that support it), talent will be more fluid now that the traditional considerations that had to align (i.e. commute, relocation/location) are no longer a factor. Offset this with one-year tours of duty (akin to LinkedIn's model) with clear outcomes and mutually-additive value for the company and employee.
👍
4
LS
Lars Schmidt
7
Personal development opportunities through coaching and group work
Performance
Wellness
Inclusion
Culture & Values
To support a learning or developmental culture and a culture of inclusion everyone gets the opportunity to look inside themselves to find out what motivates them, what thought patterns limit them and what biases hinder their working relationships.
👍
3
MG
Maria Gerea
8
Gig/Project Based Work
Work Practices
Employee Experience
Performance
The design of the organization should emerge as an evolutionary model where work roles become more fluid and experimentation happens regularly. Work roles are more project based focusing on creation of teams of teams to foster collaboration, networking, individual competency and org capability building. This also allows for a higher degree of work and role customization which could support acceleration of innovation, time to market, market differentiation.
👍
1
ST
Shannon Teixeira
9
A learning culture to take down barriers to autonomy and collaboration.
Culture & Values
Performance
Work Practices
Develop a learning or developmental culture in which leaders are coaching not telling and people feel psychologically safe to take risks, ask questions, challenge the status quo, offer ideas, admit to mistakes and challenges and ask for help.
👍
0
MG
Maria Gerea
10
Finally move on from using MS Word and PDF built resumes which current ATS "try" to interpret
Recruiting
Data
Work Practices
Performance
👍
0
DM
Declan Murphy
11
Reimagining the role of 'manager'
Performance
Work Practices
Employee Experience
The typical role of 'manager' in knowledge-based orgs is increasingly complex and difficult to perform. As well as the basic mechanics of management (from hiring to firing), we've loaded mgrs up with more tasks as progressive people and culture practices have taken hold (cultural ambassadors, wellbeing advocates, inclusive leadership, distributed teams etc) - usually on top of producing their own individual results as well. This is a great time to parse out the constituent parts of 'future management' to reimagine how these get delivered effectively. I suspect it would look significantly different to today.
👍
0
GM
Graham Moody
12
Develop employee privacy protections
Remote
Performance
Employee Experience
Culture & Values
Data
Employers need to know how their employees are performing, but monitoring key strokes, active screen time, screen recordings and the like is not the way forward for remote work and can be an invasion of privacy. Employers should hire employees who they trust to perform a given role at a predetermined acceptable level of quality. Using metrics based on work achieved rather than personal work style is key here.
👍
0
PB
Peter Buschbacher
13
Internal mobility
Performance
Work Practices
Employee Experience
Culture & Values
Promote internal rotation or mobility to other functions to match skills,talents of employees with roles. Internal tools to post internal job ads and allow internal candidates to apply based on their skills and interests
👍
0
MY
Maria Yarmeniti
No results from filter





Want to print your doc?
This is not the way.
Try clicking the ⋯ next to your doc name or using a keyboard shortcut (
CtrlP
) instead.