4 Top Employee Performance Management Insights from Millenial NationBy Corey Eastman on May 19, 2011 in How To...
Yesterday, Rypple engagement specialist extraordinaire Katherine Duffy stopped by DriveThru HR to talk about the challenges of getting the most out of millenials. She joined Bryan Wempen and William Tincup, co-hosts of the Internet’s #1 daily show for HR professionals, to talk about her experience as an HR practitioner—and a millennial.
Here’s a summary of Katherine’s advice for how HR can improve its approach with the twenty-something crowd entering the workforce in record numbers.
1. Feedback, Feedback, and More Feedback
We millenials always want to know how we are doing, and can’t wait months for a quarterly or annual review. We’ve grown up on Facebook and Twitter, and want to work the way we live – in a social, collaborative, real time environment.
For our employers, the benefits of more feedback and collaboration can be huge: when we understand how our work impacts our team and organization, we will be engaged, loyal, and willing to do whatever it takes to succeed.
2. Connect HR to Real Performance
We don’t want to hate HR. After all, at their core, things like reviews are feedback (see number 1)! The problem is that HR processes like reviews often are disconnected from our work. They don’t provide the immediate, actionable feedback we need to perform better. And because we know they’re not designed to work the way we work today, we don’t give them the time, attention, and respect they deserve.
3. Embrace the future of social performance. It’s already here.
Traditional employee performance management worked fine for its time. But times have changed. Social performance is already here, and it’s not going away. Technology makes it easier to connect and collaborate and improve performance in real time. HR practitioners need to recognize the desire among millenials to work the way they live — and to support this desire by: A) making work more social; and B) integrating employee performance management into everyday work.
4. It’s Not Just the Millenials
The desire for social performance is not only generational. On the show, William emphasized that there are many amazing HR practitioners out there of all ages that are challenging traditional HR practises. At Rypple we see first hand the growing number of managers across generations who have expressed a strong desire for a more social, more real time workplace.
Katherine agrees explaining, “At Rypple, I’m lucky enough to talk with many of the world’s leading thinkers and practitioners on human capital management every day. And a growing number of them feel as passionate as we do about creating a truly progressive, social, high performance workplace. The amazing feedback and comments I’ve received since yesterday’s show have only reinforced my belief that this is an inspiring, dynamic, and supportive community. I feel honoured to be a part of it”.