Beyond "Hire To Retire"
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The document discusses how the relationship between employers and employees is changing and evolving beyond the traditional "hire to retire" model. Competitors and technologies are changing more rapidly, challenging existing business structures. Jobs and work are also changing as routines give way to challenges and reliable jobs transform into varied work. This is shifting how organizations think about performance reviews, retention, and the lifelong relationship with employees. Overall, the role of human resources needs to evolve from administrative functions to developing human beings and cultivating lifelong relationships.
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Beyond "Hire To Retire"
- 1. BEYOND “HIRE TO RETIRE” Rethinking the Employee Relationship “People are our most valuable resource.” - Employee Handbook, page 1
- 2. BEYOND “HIRE TO RETIRE” Rethinking the Employee Relationship “Yeah, right.”
- 3. COMPETITORS “We compete against market transitions, not competitors. Product transitions used to take five to seven years; now they take one or two.” - John Chambers, Cisco
- 5. CABS “If transportation technology was moving along as fast as microprocessors, I’d get in a cab and be in Tokyo in 30 seconds.” - W. Daniel Hillis
- 6. CABS UBER
- 7. UBER “Uber (valued at $60B) is the ultimate test of whether the last eight years of venture investment in Silicon Valley was worthwhile.” - Matt Rosoff, Business Insider
- 9. NURSE (1996) “One of the duties in providing reasonable care is fulfilled by a nurse who carries out the orders of the attending physician.” - American Medical Association
- 10. NURSE (1996) NURSE (2016)
- 11. KNOWLEDGE WORKER “Increasing the productivity of knowledge workers is the most important contribution management needs to make in the 21st century.” - Peter Drucker
- 13. LIFETIME EMPLOYMENT "We want talented critical thinkers with an entrepreneurial spirit who comply with our hierarchical structure and stay fiercely loyal until we fire them.” - anonymous
- 14. LIFETIME EMPLOYMENT GIG ECONOMY
- 15. JOB n. A group of homogeneous tasks related by similarity of functions performed by an employee in exchange for pay. - BusinessDictionary.com
- 16. JOB WORK
- 17. ROUTINES “Only 38% of all companies and 24% of large companies (50K+ employees) are functionally organized” - Deloitte 2016
- 19. RELIABILE n. Giving the same result on successive trials - Merriam-Webster
- 21. CO-WORKERS Will you please be my best friend at work?
- 23. SUPERVISORS According to a new Gallup study, 50% of the 7,200 adults surveyed left a job “to get away from their manager.” - Benjamin Snyder, Fortune
- 25. PERFORMANCE REVIEWS “Leading organizations are scrapping the annual evaluation cycle and replacing it with ongoing feedback and coaching designed to promote continuous employee development.” - Lisa Barry, Deloitte
- 27. RETENTION n. The act of keeping someone or something. - Merriam-Webster
- 29. TRAITORS (Attrition Risk software) evaluates e-mails and other communications using behavioral analysis techniques developed by the FBI… Red flags could include “late rent” and “medical bills.” - Dune Lawrence, Bloomberg
- 30. TRAITORS ALUMNI
- 31. RETIREMENT n. The period after you have permanently stopped your job or profession. - Merriam-Webster
- 34. THANK YOU! Sean Kearney is an award-winning thought leader specializing in learning, leadership, human performance and collaboration in distributed social networks. Scifi legend William Gibson once described his work as “cheap A.I.” Sean's work has been featured in The New York Times, Wall Street Journal, Seattle Times, Guardian UK and Computer World. Past clients include AT&T, Best Buy, IBM, Time Warner Cable, and the US Army.
- 35. THANK YOU! …ONE MORE THING
- 36. HUMAN RESOURCES HUMAN BEINGS
Editor's Notes
- Krithika Krishnamurthy, “We compete against market transitions not competitors: John Chambers, Cisco,” The Economic Times, December 14, 2015, http://economictimes.indiatimes.com/opinion/interviews/we-compete-against-market-transitions-not-competitors-john-chambers-cisco/articleshow/50168070.cms
- Who are the drivers of change in your organization?
- http://www.brainyquote.com/quotes/quotes/w/wdanielhi554321.html
- But Uber won’t stay on top forever (or maybe for long)….
- AMA – Nurses: http://www.ama-assn.org/ama/pub/physician-resources/medical-ethics/code-medical-ethics/opinion302.page?
- http://www.huffingtonpost.com/charles-tiffin-phd/nursing-school_b_1384285.html Today’s nurses aren’t just caring for the sick; they’re changing our very notion of modern medicine and health care delivery. Nurses are giving TED talks, publishing scientific research, developing mobile medical applications, and actively addressing health care policy. They’re collaborating with their colleagues, from social workers and oncologists to hospital administrators and public safety personnel. The field is growing, and so are opportunities for nurse practitioners, DNP and PhD nurses, nurse educators, nurse-anesthetists, and nurse researchers. Nursing has become more complex in ways that couldn’t have been imagined a generation ago. Now there’s an imperative to be not just a great caregiver but a great innovator too. The demands of health care are calling for a new generation of thinkers who want to be agents of care innovation. It’s a profession for the intellectually curious, lifelong learner.
- https://hbr.org/2014/10/what-peter-drucker-knew-about-2020
- McKinsey & Company forecasts that by 2025, automation technology innovations will assume control over tasks that are now performed by 250 million knowledge workers worldwide, freeing the remaining work force to devote their time and energy to more creative pursuits. https://www.entrepreneur.com/article/245827 At least 25% of [IT] jobs in their current workforces will be cut by 2020 - Sourcing Industry Conference (SIC) http://www.computerworld.com/article/2994377/it-careers/automation-expected-to-cut-workforce-needs-by-25-at-it-services-firms.html
- Nobody expects lifetime employment. Loyalty is dead without trust.
- Gig Economy – Contingent Workers will make up 40-50% of the Workforce by 2020 72% of freelancers who also have a “regular job” want to work independently and 62% plan to quit in two years 86% of US workers are either disengaged or actively disengaged (sabotaging others) – meaning most of your employees – including your “high potentials” are working “part time”
- People refer to the “life’s work” not their “life’s job.” Tours of Duty: “This seeming contradiction— regularly changing roles in the context of a long-term relationship— is the essence of the tour of duty framework.”
- Reliability focuses on conformity with past standards / expectations. RESUME-worthy results are about the future. Projects – definite beginning, middle and end Deloitte "Global Human Capital Trends: 2016" - 92% of companies believe redesign is important; only 38% of all companies and 24% of large companies (50K+ employees) are functionally organized
- Reliability focuses on conformity with past standards / expectations. RESUME-worthy results are about the future. Google is creating a startup haven to prevent staff from leaving | April 24, 2016 https://lnkd.in/bthcBns The Area 120 incubator would let curious Googlers work on new ideas full-time. Read more.
- http://www.merriam-webster.com/dictionary/reliable Reliability focuses on conformity with past standards / expectations. RESUME-worthy results are about the future.
- http://fortune.com/2015/04/02/quit-reasons/ https://www.linkedin.com/pulse/manager-mistakes-make-good-employees-quit-dr-travis-bradberry
- Remote workers (“unseen”) are more productive and engaged.
- http://dupress.com/articles/hc-trends-2014-performance-management/
- REPUTATION is everything in the Gig Economy. Tours of Duty: “This seeming contradiction— regularly changing roles in the context of a long-term relationship— is the essence of the tour of duty framework.” http://casnocha.com/2016/04/what-actually-alliance.html
- http://www.merriam-webster.com/dictionary/retention Even your HIGH POTENTIALS are planning to leave: According to a study of more than 20,000 high potentials (HBR, 2010 - https://hbr.org/2010/06/are-you-a-high-potential): 33% admit to not putting all his or her effort into the job. 25% intend to leave your employ within the year. 12% are actively seeking new jobs. 40% of internal job moves made by “high potentials” end in failure. One in four "high potentials" are actively planning to leave (How to Keep Your Top Talent, HBR 2010)
- Cindy Lewiton Jackson (Bain): "The goal is not to retain employees. The goal is to build lifelong affiliation." HBR 2010: High Potential stats (Redefine a HiPo as someone who is planning to leave instead of the other way around) High potentials (likely to move up two levels > Likely to move to more impactful activities including externally) Hastings: "We're a team; not a family."
- http://www.bloomberg.com/news/articles/2015-03-12/companies-are-tracking-employees-to-nab-traitors Scenario: a star trader at a bank who’s disappointed with the size of her annual bonus. Instead of being blindsided when she defects to a rival, a bank using Scout could identify her discontent early and make sure she doesn’t take sensitive data or other team members with her.
- “An ideal framework encourages employees to develop their personal networks and act entrepreneurially without becoming mercenary job-hoppers. It allows companies to be dynamic and demanding but discourages them from treating employees like disposable assets.”
- http://www.merriam-webster.com/dictionary/retirement
- [EXERCISE – Groups of 2-3 – 10 minutes] Work with your partner to identify the item from this list that has the most immediate implications for your current situation and what are some next steps you can take to address these opportunities. [GROUP DEBRIEF – 10 minutes]