Elevated HR Solutions: Think before you implement

Today, I had the huge honor of going to a company wide quarterly goal-setting meeting.  Not only did they score themselves on the previous quarter's results, they set new targets and goals, with dates and deadlines to meet and hit.  Really - it was an HR dream...

Two things came out of it for me:

1.) They make each other accountable for the goals that they set each quarter
2.) They aren't afraid to admit failure

I was in awe and delighted by the pragmatic and laser-like approach to the entire day-session. Yes - they spent a day developing new goals TOGETHER (as opposed to in silos like so many other companies I have been part of!)

The day also inspired the following...

Two goals were initiated by the operations/administrative department:

1.) The need for an employee handbook
2.) The need for a formalized performance appraisal system

While I applaud companies who try to be diligent around systems and processes, my question back to the team was simply, "Why do you want to formalize it? What is your end goal?"  Surprisingly, the answer back came in the form of a question, "Because it seems like it's what you're supposed to do?"

It's true - as companies start to grow, it becomes easier to manage information and communication by implementing a process or a procedure.  However, I encourage companies to ensure they know what the end result is supposed to look like before the decision is made to implement something.

So here are some questions to ask yourself and your team when deciding on whether or not to implement a new process or procedure: Will the entire management team buy in and commit to managing the same way?  Does each department or manager NEED to follow the same process and procedure?  Could this lead to more inequality down the road if there is a lack of buy in? Will it be seen as an administrative task or chore rather than something that leads to further development? 

Personally - I'm a fan of policies and procedures and performance development...but it has to fit the organization, the culture and of course, it has to promote and support employee engagement. If it doesn't, then at the end of the day you will find employees and management alike breaking (or trying to) all of the rules and ultimately defeating the purpose entirely.

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