The document discusses trends affecting the future workforce and talent management. It argues that the 2020 workplace will need to provide an intensely personalized and social experience to attract and engage employees. It also argues that traditional performance management is outdated and should be replaced with a focus on developing talent rather than grading past performance. The document raises questions about whether HR is ready to take on more of an enabling role as a business partner rather than just an administrator.

1. Marta Steele
What’s Lurking Around the
Talent Corner?

2. Let’s Talk
 The 2020 Workforce
 Destroying the Case for
Performance
Management (sorry)
 The HR Customer
 Open Discussion
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3. The 2020 Workforce
To attract, develop and engage
employees, the 2020 workplace will
need to provide an intensely
personalized, social experience.
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4. The Times They are a Changin’
 A Demographic Tsunami
 Globalization
 A Culture of
Connectivity
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5. Forward Thinking Practices
 Social Recruiting
 Social Learning
 Accelerated
Leadership
 Uber Connectedness
 Developing Future
Talent v. Grading Past
Performance
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6. RIP Performance Management
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7. Killing the Sacred Cow
Then Now
 Industrial workforce  Knowledge-based workforce
 Tasks are linear, binary  Solutions require collaboration, creativity
 Workers are fungible  Skills are varied and specialized
 Motivate incremental output  Motivate ideas and innovations
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8. Stop the Madness
 12% indicated that they do not receive feedback from their manager
regarding job performance
 14% of employees say their performance appraisal conversation
offered meaningful and relevant feedback
 Only 6% of CEOs thought their appraisals were effective
 McKinsey research finds that only 16% of the 13,000 executives
interviewed believed their companies could tell high performers from
low performers
2012 US Employee Report on behalf of Cornerstone OnDemand
Leadership IQ, study of over 48,000 CEOs, Managers & Employees
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9. Toss out Some of the Bathwater
“It’s time to move away from grading past
performance and towards developing
talent.”
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10. The Other Side of the Story:
Is HR Ready?
Considerations:
 Is your HR contact a police officer or an enabler of
talent? An administrator or business partner?
 What type of influence does your HR customer have?
 How is HR viewed by the business?
 Who else can you build relationships with, without
alienating HR?
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11. Good Stuff
• Daniel Pink: Drive
TED: http://www.youtube.com/watch?v=rrkrvAUbU9Y
http://www.danpink.com/
• Sir Ken Robinson: Out of Our Minds and The Element
TED: http://www.youtube.com/watch?v=Ue9sAoFcyOU
http://sirkenrobinson.com/skr/
• PeopleResults blog: Current
• Alison Maitland & Peter Thomson: Future Work
• Jeanne Meister & Karie Willyerd: The 2020 Workplace and
http://2020workplace.com/blog/
• Marc Effron & Miriam Ort: One Page Talent Management and
http://www.onepagetalent.com/
• Jeremy Hope & Steve Player – Beyond Performance Management
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12. Keep in Touch!
Twitter: @MartaSteele and
@People_Results
LinkedIn: Marta Steele
PeopleResults : people-results.com
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