Is outdated thinking (and HR processes) damaging productivity? 7 smart ways to shake up your thinking!

thinking hr efficiency!

These are what Yves states are the Holy Grail of efficiency, However he cites many problems and over complication which is blocking CO-OPERATION which he claims is the biggest barrier in improving productivity.

In a fierce battle against over complication, (personally I love simplicity), he argues that we continue to add complexity and overburden individuals with process (that reflects in fact our need to control - my addition). I can see this as a reaction to financial problems and as a result of the economic meltdowns where driving accountability, measuring performance and giving direction are seen as major levers of control, but have we focused on the wrong things?


1) The drive for Results/Action
We have a desire to make better results and increase our clarity, but engaging people in vision is far more effective (when they help create it) than long lists of things to do written in a way people don't understand. This applies both strategically and operationally, guidelines are great for the newby's but more experienced workers needs a more hands off approach. Empower them, don't lock them up.

2) The need for good Data and Slick Processes
We all agree better decisions are made on the back of better information, however if we overburden and increase the information overload we drown people in unnecessary information and complicated process. It's a control mechanism that is dangerous. So we have to balance collecting data and not gold plate our processes whilst doing it.

3) The need for cooperation vs individual performance
We need to get better at fostering collaboration and co-operation and move away from individual performance to team performance measures that create a culture of support and dependencies and avoid the silo effect that our results and accountability culture is focusing on.

4) Increasing innovation and smoothing out change
As we encourage wider collaboration we are able to look further outside for inspirational ideas that can be re-engineered inside which builds a natural more smooth path of change and desire to do things better - culturally.

5) Learn from other cultures, countries and industries
As global access becomes easier, the age of information gives us an opportunity to look wider to different places to learn lessons. It helps anticipate issues and prepares us if we plan properly for those changes.

6) Prioritising our issues for situational context
The ability to sort the wheat from the chaff is critical to ensure we measure the right things to drive the correct behaviours, hold people accountable for the right things and ensure our strategic and operational focus is going to deliver the results we require.

7) Re-align cultural dynamics
Understanding the effect of both senior leaders and what they create as a dominant culture and the subcultures of lower levels created by leaders and managers in these areas are CRITICAL in unlocking potential, developing the right talent across all areas of the organisation understanding those dynamics and constraints, re-aligning them where necessary.

Creating Change
It's an interesting puzzle with many outside/inside contributing factors but as it's becoming such a major issue where technology isn't solving it (could it be making it worse) we really need to re-think our approaches.