Missing a key point on High Performers

Halfway through the strategic HR presentation frim Willis, and a problem just popped up.

The first points from Jennifer Barton were fine – she pointed out that stategues are being updated every year, not five. True. She explained that HR strategy was nested into Human Capital strategy, all of which were nested into Organizatuonal Strategy. All fine.

Then Debbi Davidson took the podium and hit a few personal tripwires.

She defined a single type of “High Performing Culture”. A very “Theory X” style, as McGregor would say. Debbi drscribed high performing culture as “an agressive and deliberate effort by senior leaders to focus on results. Anything that is not producing results must be redesigned.”

Wow. I’m all for efficiency, but the metrics most senior execs use for measuring hr are way out of date. Problem.

Then, there was this: “High performing cultures have high engagement survey scores”.

In my experience, not so much. You get high scores from the content and happy mid-pack. High performers are often very entrepreneurial, pushing the envelope. See the problem? High performers do NOT score well. They are pushy critical thinking types.

Anyway, i need to end on a good note. The core message was good.

1. Do a total reward strayegy
2. Focus on a high performing culture
3 Get Learning and Development right
4 Workforce planning. Gotta look ahead
5 Rewards and Recognition must align with the vision

That’s the summary. Off to the general seasion with the guy from Tom’s shoes.

I want some Starbucks, but the line is long.

Advertisement