Cellene Hoogenkamp – Leadership Talks Episode 2
| Following our first episode of GlobalLeadership Talks, this second episode of our first series continues our conversation with our global panel of HR experts on the evolution of the workplace during a pandemic – How do we Manage, Measure, Motivate? Kathleen Procario – Head of HR Bacardi N-America Nicole Barrow – Head of HR DP DHL Group Americas Kathleen Halligan – Organizational psychologist with People Performance Ireland Co-host : Jordan Goldrich – Author of WorkPlace Warrior |
| HOW DO WE MANAGE, MEASURE, MOTIVATE? – KEY TAKE AWAYS Performance measurements systems: Key is through a more frequent dialogue to adjust people’s commitments and goals, e.g. weekly team conversations with goal adjustments – keep it flexible. Motivating: performance goals & measurements are created by the individual and become part of their performance profile – not a top down approach. This ensures ownership, accountability, and clarity in conversations with their managers. Managing the performance of your team: ask “How would I like to be managed?” Become more deliberate about your conversations. Listen to the cues of employees: “How can we work together better?” and, “What level of support do I need to provide?” Measurements: it’s about managing the outcome. Trust your people to make decisions and be prepared to be delighted by the outcome. Press the “Pause” button if editing is needed. Stress: often caused by the fear of the unknown. Being addressed by managers with more empathy, more flexibility, supportive of new working conditions – we are seeing an increase in the EQ coefficient. Connecting is paramount: have multiple touch points to communicate messages, formally and informally. Town halls were found to be effective – don’t assume people know. Strategic decision making – needs to be swift – a more dynamic environment supports this, versus hierarchical structure. Gather decision makers around the table. Trust & Empower. Cultivate & share best practice – enable freedom within a framework. Global and Regional approaches – key is freedom within a giving framework and being empowered to act. Preventing burn-out: improving Wellness offers to support the employees – e.g. Virtual Yoga and meditation classes. Advice from the Panel: Stay connected to customers & employees with more diligence and a personal touch – Trust and empower. Transparency throughout all communications, with honesty and humility. Put on your own oxygen mask first: Ask yourself, “How do I want to be managed?” Will we see a decline in old hierarchical structures into more partnership approaches enabling the motivation to work faster and with more transparency? |
