The power of five
Five years ago, I posted my first blog post on this site. One of the worst kept secrets in HR blogging is that I used to run a different site with a little more “artistic freedom”..…but enough about that for now. Five years is a pretty long time in this modern world, things change and move on. So what’s changed in that time and what has (maybe unsurprisingly) stayed the same?
The mystery of performance management – ironically, the first post I wrote here was about the need to take a more human approach in performance management. So is the fact that corporate after corporate is rushing to deliver the headline grabbing news that they’re ditching their annual appraisals evidence that this is happening? Absolutely not. It’s all a load of bull and they’ll be silently reintroducing some sort of system in the next two years. The point isn’t that you don’t need any system, it’s that you need a human system. Two very different points with two very different outcomes. VERDICT: NO CHANGE
The death of Human Capital Management – Not long after my first post, I wrote an attack on Human Capital Management. It was probably the first post that I wrote that caught the attention. It’s a phrase and a term that is only beaten into second place in the hall of shame by Employee Engagement (more of that later). HCM and human capital metrics are as 1980s as my fashion sense….and neither needs to be subjected to the masses. Fortunately, big data has replaced HCM as the numptiness of choice. VERDICT: DEAD AND BURIED
Ethical business, trust and authenticity – A theme over the last five years has been around ethics, trust and authentic business management. Don’t get me wrong, I”m an unashamed capitalist…BUT that doesn’t mean I think we need to rip a second a**e in each of our employees. For too long big, corporate FTSE100 businesses have lied and lied and lied some more. The string of corporate failures over this time have shown us that this is’t rhetoric, but simple truth. And in return we’ve seen and increasingly humble and apologetic approach. A new dawn? Don’t you believe it. Just a pause, the vultures are circling higher than before, but don’t believe they won’t be back. VERDICT: CEASEFIRE
The engaged employee – I said I’d be back to it, so why the surprise? Engagement is simply the most poisonous and frankly dangerous management concept of the last ten years. It makes the Ulrich Model look like a warm, soapy cuddle in the bath. Put simply, in the time that we have been talking about employee engagement, the happiness of employees has decreased. That’s not me talking, that’s a fact. And yet we persist. That’s either stupidity, or insanity. VERDICT: STILL BREATHING, BUT FIRST UP AGAINST THE WALL
Our profession and our professional body – Ok, so I know this one is going to be thrown back in my face *assumes the position*, but I have more confidence in both the HR professional and the CIPD than I’ve had since I graduated back in 1864. We’re generally talking about the right things, we’re willing to have an open debate and discussion and we are hearing voices from outside of the small select group of organisations that previously dictated the agenda. It’s promising, really promising. But not time to pop the champagne just yet. VERDICT: ON THE UP
I’m not going to dwell on HR, social technology and the like. You can read that in countless free “books”, but five more years? I doubt it. By then I’ll be transmitting direct in to your brains. So enjoy the freedom whilst you have it my friends…
I’m saving the good stuff for then.