Personalized work style design and powerful analytics has arrived and is coming to workplaces near you. This year marks the beginning of brilliant new platforms (i.e. IBM’s Verse, Cisco’s Project Workplace, and others) that offer new ways to help modern workers manage the plethora of information, email communications, business priorities, projects, connections and personal productivity.
In fact, a recent IDC forecast shows that the Big Data technology and services market will grow at a 27% compound annual growth rate (CAGR) to $32.4 billion through 2017 – or at about six times the growth rate of the overall information and communication technology (ICT) market.
When there is this much data in the marketplace, measuring individual performance (only) is no longer sufficient, it’s a sure fire way to missing growth targets.
To meet emerging market opportunities and new customer needs, secure retention of key talent, improving workforce contribution and strengthening network (people) performance is a critical priority for modern leadership.
- Establish your organization’s talent manifesto.
Align your talent investments to achieve the right results by declaring your company’s intention for the human side of business. This should be a distinct overview of what your organization believes and practices about attracting, acquiring and growing talent.
- Enable an environment of continuous social learning and development.
Encourage your talent resources to continually refine their natural strengths and to build new skills that stretch their abilities and lends toward network performance and career development. Ensure personalized development plans are in place workers who are identified through your workforce investment portfolio. Empower employees with just-in-time coaching, executive coaching, social learning and knowledge sharing. Remember two-way, real-time feedback is expected in a modern workforce, offering anything less is falling behind the market.
- Forge an alliance between your people’s goals and your organization’s business objectives.
Continually align individual’s development and career goals with team performance and organizational objectives by infusing H.A.R.D. goals, ensuring two-way feedback, innovative career pathways, social interaction and recognition and a robust rewards package. Enable teams to set aligned goals that eliminates unhealthy competition, and drives better network (people) performance and customer experiences.
- Invest in smart performance management technologies.
Provide talent resources with growth and career opportunities by leveraging big data and machine learning that reflects your organization’s workplace experience and engages individuals to contribute to a larger network of workers and team objectives.
Leveraging cloud-based, smart technologies can enable your managers in becoming more pro-active and productivity in managing
the social performance management process and key dialogues that enable trust, accelerate performance, and empowers business value.
Similar to managing new personalized work style designs, the way we inspire and manage talent in the new world of work is rapidly shifting. How far will your network (people) performance enablement program go?
Power Up Your Workplace
To learn how you can make measurable improvements for your organization, download our complimentary whitepaper, by simply clicking the link: Performance Management: Retooling for Better Performance Optimization
©2015 All rights reserved. Judy White, SPHR, GPHR, HCS, SPHR-SCP™ is the founder and president of The Infusion Group™. A trusted partner in creating new possibilities in workplace culture design and workforce management to have a meaningful impact on people, businesses, and society. For additional resources, please click here.