If you are like me, you are more than just a bit off balance with all that is going on in the world. At the end of 2019, things were moving along at a nice clip and we were all excited about the prospect of a robust 2020 -- and then the COVID-19 pandemic hit with a ferocity that we had never seen or could have even imagined. Then, we all saw the senseless murder of George Floyd and other Black civilians replayed over and over across media outlets. As a result, the world exploded into a chaos that is at once compelling and traumatizing, one which many of us still have trouble processing. The issue of race relations and racial injustice symbolized by the Black Lives Matter protests have put issues we have historically been ill-equipped to deal with squarely in our sights.
At the current time, our nation has the largest expanse of generations in the workplace than at any other point in time in our history. As a result, the opportunity for misunderstandings and tensions in the workplace is at an all-time high. If we are to achieve the goals we have identified and continue to provide for the well-being of our agencies, it is imperative that we pay close attention to this generational divide. Whether you’re currently working in the office or remotely, there’s a good chance your workforce spans a large range of age groups, and taking stock of that will help your agency succeed regardless of where you’re working from.
Sometimes, the easiest enhancements are the most effective. We normally don’t highlight small features aside from our product enhancement release notes, because we are constantly making small changes to improve usability. However, we found it fascinating that this Perform enhancement in particular has had such an impact on the navigability of the product. With a singular focus on facilitating task completion for managers and employees, the Perform team introduced a simple feature that changed productivity: the green button.
In today’s working world, the employee experience is in trouble. Employees in the U.S. are up to twice as likely to be disengaged at work.
And this disengagement can cause problems. Gallup finds that organizations whose employees are actively engaged reap substantial rewards (vs. unengaged peers) such as 41% lower absenteeism, between 24 and 59% lower turnover, and 17% higher productivity. Clearly, organizations simply cannot afford to ignore the importance of the employee experience.
Most advice you’ll find about working smarter, not harder focuses on what an employee should do. But, optimizing their time and effort is not solely an employee’s responsibility, nor is it entirely within their control. Your agency plays an essential role.
Planning ahead is the lifeblood of any human resources professional. Tapping into trends helps you proactively develop responses to the evolving demands of the public sector workplace.
Processes change and new ideas emerge. What worked well enough in previous years has become obsolete, and solutions previously unimagined have become today’s most effective best practices. Knowing what trends may pop up as hot topics at your agency gives you an advantage in the coming year.
Here are four important trends human resources professionals in the public sector can anticipate in 2018 and beyond.
We can improve public sector performance if we make decisions about people practices based on data. One of the biggest initiatives in gathering people data is the Federal Employee Viewpoint Survey. In particular, data from this study points managers towards practices that drive engagement.
Performance reviews are often unloved. The feeling is justified when the process is outdated and disconnected from your employees’ day to day work. If this is the case, giving your organization’s performance review process a thorough overhaul can radically rejuvenate your employee engagement.
The dreaded PIP. Though the acronym stands for Performance Improvement Plan, to many employees it might just as well mean “Panic-Inducing Punishment.”
The best employers know a PIP can place underperforming staff on a path to transform themselves into better employees. But, in practice, a PIP is too often a half-hearted attempt at giving somebody one last improbable chance to save their job. Sometimes, managers treat the PIP as little more than a mandatory step in the process of firing an employee.
Performance Improvement Plans have so much potential. How can a PIP revive a struggling employee’s job performance?
By bringing empathy into your employee performance reviews, your organization can improve the process for employees and managers alike. You can also increase the positive organizational outcomes that result from well-run, productive employee performance reviews.