Cerius Business Today
Kristen: Hello and welcome to Cerius Business Today. This is Kristen McAlister and I’m joined today with Interim HR Executive Scott Coolidge. Scott, thank you for joining us today.Scott: You bet, happy to be here.Kristen: Fantastic. Scott looking at from your perspective of what companies are most challenged with and the improvements that they can make, even if it’s just the little things, what are 3 pieces of advice you would give a CEO?Scott: Well you know I have to say this Kristen, I mean having them associated with, and this won’t be a surprise to any CEO, having been associated with the world of HR, big companies, small companies – it’s all around leadership. You know, who you select to put into leadership roles really at all levels of the organization. I don’t care if they’re supervisors, mid-level managers, directors, or executives. So often the default position is to take the person who’s your best technician, best technically who has grown up through the organization and, you know, selected them into these leadership roles. And often they’re simply not well-suited for management or leadership roles. That’s not to say they can’t be developed into that, but often times it’s a situation where they’re just not effective leaders and building out the selection process in order to identify and put people into leadership roles at all levels, I would say is the most critical thing that any CEO and management team could do. So that’s number 1, and I’ve seen that over and over and over again. Number 2 I would say that it’s around the, I’m going to call it the performance management framework right, and what I mean by that is really from two perspectives. What are you focused on in terms of overall business performance, what are the metrics? And how does that translate into the performance management process that you used for employees in order to get people to focus on the right things and have them working that optimal levels in order to achieve their personal objectives and those of the organization and building alignment between business objectives and people objectives. And to me that goes right back to the leadership issue because the most significant issue, I don’t care what kind of a performance management framework you have, if you don’t have managers who are capable of providing feedback on a regular basis. Look we all know business particularly in this environment changes almost every day and therefore the performance that you’re expecting from people at all levels is going to change constantly. You have to have people in place who are effective at providing feedback, both positive and negative, and getting people to change direction and encouraging them and having the right mechanisms in place to reward them. And that’s the third part of it. The third thing is taking a look at your reward and recognition programs. So many businesses, big and small, particularly small ones that are trying to grow to that next level. Taking a look at how you pay people: base compensation, bonus compensation, and equally important I would argue are recognition problems that you have in place because everyone knows that people want to be recognized and paid for doing a really solid job. And so having the programs and practices in place that allow your effective leaders to pay and recognize employees is absolutely critical. So those are probably the top 3. Although as you touched on just a minute ago, the other thing is communication and I can’t tell you how often I’ll walk into situations where I would just say employee communications are just not that effective. They aren’t clear, they aren’t consistent and they aren’t regular enough. So oftentimes I’ll find myself working with a CEO or a leadership team or a HR person to kind of clarify and effectively execute a solid communications stretch. Does that make sense?Kristen: Absolutely. I’m sure that anyone listening is nodding their head and saying yes I completely understand I’ve been through this. Well thank you so much Scott. I appreciate your time and sharing your time and expertise and experiences with us today, and joining us. For those listening, feel free to join us for our next episode at Cerius Business Today and have a great day.