Experience Company Growth and Discovery with Employee-Driven Communication

  • Share:
performance

CUTrendScan

To reap the benefits of an improved performance management process, many organizations are rolling out methods and tactics that put employee engagement at the forefront. The most popular trend continues to be a push towards continuous performance management (CPM).

One of the primary benefits of moving to continuous performance management is fostering conversations between employees and their managers. There is an emphasis on employee-driven communications, especially on ensuring that conversations are a two-way street rather than the one-sided dialogues many organizations may be familiar with.

Companies are moving towards a model of regularly collecting feedback that can be reviewed throughout the year to continuously improve their processes and help employees reach goals — not just at the end of the year. Decoupling conversations from compensation can also sidestep the dread that many employees feel when approaching these meetings. Without the implication of compensation changes, they may talk more freely about their performance and what can be improved. According to a survey by Forrester Research, a market research company, 35 percent of respondents say they view performance conversations as a chore.

The types of conversations to have

Because the purpose of these talks is ultimately to discuss and further performance goals, they are often encouraged at a greater frequency or even on an ad-hoc basis. Conversations don’t necessarily have to be linked to evaluations but should discuss goals and development, as well as advancement opportunities.

Check-in conversations can cover a variety of topics, but managers should take care to narrow the scope to actionable needs or feedback. This can include:

Reverse mentoring

Another tactic that many organizations have experimented with is reverse mentoring. Reverse mentoring pairs senior- and junior-level employees and essentially swaps the mentoring roles, with the junior employee taking on the coaching position. As with traditional mentoring, this increases the skillset of the employees involved, but it also increases engagement for both.

CUTrendScan

Many companies are now seeing reverse mentoring as an effective tactic for retaining valued millennial employees. In addition, it also keeps senior employees, including the C-suite, up to date on new trends such as technology and social media. Nationwide Mutual Insurance used reverse mentoring to great effect when senior executives were pondering over what tools to acquire for internal communication, which younger employees are familiar with.   

Reverse mentoring does not always have an age requirement. Some organizations will seek out those with a specific expertise or even life experience for mentoring. Procter & Gamble recently paired leaders with employees who had disabilities, leading them to discover that some of their content was not easily accessible to everyone. Similarly, companies who discover they have difficulty retaining women at higher levels of the organization may also consider a reverse mentoring program, not only to increase engagement, but also to understand why these problems might exist in the first place.

  • Share:


« Return to "Trends"
TrendScan logo
<< Back to Articles

Latest Trends

  1. What Is a DDoS Attack and Why Should Credit Unions Be Concerned?
  2. Become a Tax Resource for Members
  3. Anticipating Change with a Succession Plan
  4. The Website Audit Your Credit Union Needs
  5. Building a Website with the User in Mind
  6. Don't Get Snagged on ADA Compliance Requirements
  7. 5 Things Credit Unions Can Learn from Cyber Attacks
  8. Content Marketing: Well Worth the Effort
  9. Optimizing Websites for Voice: What You Need to Know
  10. Are You Ready to Adopt a Continuous Performance Management System?
  11. The Importance of Creating Quality Content
  12. Should You Still Be Concerned about ADA Website Compliance?
  13. Popular DDoS Mitigation Methods in 2019
  14. 3 Succession Plans Your Credit Union Needs
  15. What the C-Suite Wants out of Social Media
  16. Why HR Should Take Advantage of Employee Self Service
  17. Is Your CMS the Right Fit?
  18. Your Social Media Accounts Deserve Quality Content
  19. Whatís Hot in Performance Management Technology
  20. Experience Company Growth and Discovery with Employee-Driven Communication
  21. A Simple Way to Unify Your Marketing Efforts
  22. Keeping Up with Digital Lending Convenience
  23. 3 Ways Credit Unions Can Prepare for a Cyber Extortion
  24. 3 Website Design Trends for 2019
  25. Making Sure You Have the Right Leaders in the Right Seats
  26. The Credit Union Advantage for the Digital Customer
  27. Shifts and Trends to Know About in E-Learning
  28. 4 Steps to Increased Social Media ROI
  29. How Credit Unions Can Formalize the Branding Process
  30. 3 Key Factors for Creating Good Content
  31. How Useful Are Member Personas for Credit Union Marketing Teams?
  32. How to Generate Content with Fewer Resources
  33. What Credit Unions Should Do with Ambiguous ADA Standards
  34. 2 Big FinTech Goals for Credit Unions
  35. Empowering Employees and HR with the Latest Technology
  36. Learning Management Systems: What Credit Unions Should Consider
  37. If Your Site Isn't Mobile Optimized, You're Losing Out
  38. The Dream Team for Successful Online Customer Interactions
  39. The Performance Management Conundrum: Structure vs. Creativity
  40. Is Your Executive Compensation Still Appealing?
  41. 3 Factors Impacting Credit Union Compensation Plans
  42. Are You Missing Out on the Power of Video?
  43. Continuous Performance Management is Disrupting HR
  44. 7 Tax Changes Your Members Need to Know About
  45. Protect Your Credit Union with a Website Accessibility Response Plan
  46. Credit Unions Can Complete with Shadow Banks
  47. Are Your Landing Pages up to Snuff?
  48. 5 Guideposts to Measure Your Brand Promise Against
  49. People Analytics: Bringing HR and Data Together
  50. The Quest for a One-Stop Shop Financial App
  51. Americansí Lack of Financial Literacy Is an Opportunity for Credit Unions
  52. How Credit Unions Can Embrace Storytelling in Marketing
  53. How to Identify What You Want in an ESS
  54. Prioritizing the Credit Union Employee Experience
  55. Caution: Customers Don't Always Ask for What They Want
  56. Wanted: Apps for Clarification and Simplification
  57. 3 Brand Promises Credit Unions Can Learn From
  58. Don't Underestimate the Power of Financial Education
  59. Leveraging Social Media for Member Engagement
  60. Finding the Best Platform for HR Technology
  61. The Role of HR and Hiring Managers in the Candidate Experience
  62. Credit Union Compensation: Philosophy or Strategy?
  63. Don't Undervalue Your Brand Promise
  64. 6 Factors for Choosing the Right ESS System
  65. Underestimate the Onboarding Process at Your Peril
  66. Why You Should Invest in an Applicant Tracking System
  67. Consumer Appetites in Mobile Innovation
  68. The Win-Win Results of Prize-Linked Savings for Credit Unions and Members
  69. Build Up Membership Through Supportive Savings Programs

Related Trends

  1. The Performance Management Conundrum: Structure vs. Creativity
  2. Are You Ready to Adopt a Continuous Performance Management System?
  3. Experience Company Growth and Discovery with Employee-Driven Communication
  4. Whatís Hot in Performance Management Technology
  5. Continuous Performance Management is Disrupting HR
  6. People Analytics: Bringing HR and Data Together
  7. Why HR Should Take Advantage of Employee Self Service
  8. Empowering Employees and HR with the Latest Technology
  9. The Role of HR and Hiring Managers in the Candidate Experience
  10. How to Identify What You Want in an ESS
  11. Finding the Best Platform for HR Technology
  12. 6 Factors for Choosing the Right ESS System
  13. Why You Should Invest in an Applicant Tracking System
  14. Underestimate the Onboarding Process at Your Peril
  15. Prioritizing the Credit Union Employee Experience

Industry insights
to your inbox!

Subscribe