1. Actualizing a Next
Generation Master Plan

2. WHAT’S ON YOUR MIND?
Generational Diversity
Succession Planning
Managing The Skills Gap
Navigating Disengagement
Our “Social” Reputation
Recruiting Tomorrow’s Superstars
Quantifying Success

3. HR as a Business Leader
Collection (Employee Feedback)
Advisement (Management Partnership)
Presenting the Business Case (Executives)

4. WHO IS YOUR AUDIENCE?

5. Ezra Needs
Something Bigger Than Himself
Flexibility
Goal Setting & Evolving Challenges

6. EXERCISE #1
How are you gathering employee feedback?
How are you managing employee performance?
How are you rewarding results?
How do I get promoted?

7. Charity as Recognition Currency
Ideas as Currency
Belief in Leadership

8. The Traditional Office is Dead
24/7 Advocacy
Personal Interest Infused in Work

9. 7 Ways to Reward the Brain by Tom Chatfield
1. Multiple Long & Short Term Aims
2. Rapid, Frequent, Clear Feedback
3. Reward for Effort & Achievement
4. Continual Progress Measurement
5. Elements of Chance & Uncertainty
6. Windows of Enhanced Attention
7. Collective Emotion – Other People

10. Get Out of My Sandbox!!!
Human Resources may fail to
formulate meaningful
partnerships with Unit Managers
if we are perceived as a
threat….

11. Management Challenges
Time Management
Group Dynamics vs. Individual Focus
Hyper-Focus on Results
Staying Relevant

12. Winona Needs
Human Relations Skills
Behavioral Enhancers
Autonomy to Run Her Business

13. EXERCISE #2
How are you assisting in…
Leadership Training
Multi-Source of Performance Review
Career Development Opportunities

14. Here’s Where You Come In….
Performance
Metrics Cultural
Values

16. In Performance Management
6
5
4
3
2
1
0
Performance Metrics
0 1 2 3 4 5
Core
Values

17. A Roadmap for Interaction
Partner with managers to measure non-performance
behaviors.
Develop a dialogue groundwork.
They measure performance….
We measure citizenship!

18. Marissa Needs
Great Products & Services
Extraordinary Talent
Metrics to Guarantee Success

19. HR as a Business Leader
Collection (Employee Feedback)
Advisement (Management Partnership)
Presenting the Business Case (Executives)

21. Field Study Results
Surveys Says…..
Focus Group Results
Platform Feedback (in real time)
Stay Interview Results
360 Feedback

24. Recommendations to Management
Corporate Citizenship in Interviews
Corporate Citizenship in Performance Management
Feedback Strategy
Voluntary Citizenship Development

25. HOLACRACY
•Status-oriented employees can be motivated by a possible title change,
or having their name attached to more important projects.
•Certainty-oriented employees are motivated simply by the reassurance
that their job is important and they are excelling.
•Autonomy-oriented employees may need the ability to work from home,
or simply slip on their head phones to tune everyone else out.
•Relatedness-oriented employees are energized by opportunities to
socialize with their coworkers — happy hours, softball games, etc.
•Fairness-oriented employees want to know the playing field is even, and
they aren’t being exploited or cheated. They need to hear it consistently.

27. EXERCISE #3
Here’s What They’re Saying
Here’s How We’re Partnering
Here’s The Money…!

28. COLLECTION (Employee Feedback)
Employee Engagement Survey Results
Focus Group Feedback
Information Shared in Social Feed
Idea Share

29. ADVISEMENT (Management Partnership)
Interviewing Process
Core Values in Performance Management
Holacracy Ranking

30. THE BUSINESS CASE (Executives)
Higher CVR score = Higher Customer Satisfaction
Holacracy Assessment = Internal Talent Pool
360 Feedback = Leadership Training

31. Resources
www.biworldwide.com/newrules
www.biworldwide.com/blog
www.weknownext.com

32. Contact
David Kovacovich
david.kovacovich@biworldwide.com
www.linkedin.com/in/davidkovacovich
www.davesweeklythought.blogspot.com