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Working With Broken Gauges, HR Pros Fail to Move the Needle on Business Outcomes

Working With Broken Gauges, HR Pros Fail to Move the Needle on Business Outcomes
From Recruiter - October 20, 2016

Talent management tech company Sabas latest surveytells a tale of two problems, according to Theresa Damato, the companys vice president of worldwide marketing.

The first problem is a missing feedback channel between employees and organizations. According to the survey, the majority of employees say they are rarely, if ever, asked for feedback by their employers. At most, these employees say, their leaders and managers only solicit feedback a few times a year. Baby boomers and women in particular said they felt their employers barely invited their input at all.

The second problem is a gap between leaderships perception and employees reality when it comes to talent programsa gap likely created and exacerbated by the missing feedback channel.

For example, 75 percent of HR leaders said their organizations were effective at finding, retaining, and developing employeesbut only 57 percent of employees agreed. Similarly, 43 percent of HR leaders said their organizations provided easy access to training and development opportunitiesbut a startlingly low 22 percent of employees agreed.

These findings suggest a dissatisfaction with the current level and timeliness of feedback, Damato says. There is really no effective platform in the workplace for employees to share input and get their voices heard.

Becauseemployeesdont have satisfactory outlets for sharing their feedback with organizations, many company leaders in HR and other departments have no idea their talent management programs arent having the desired effect. Damato compares it to driving a care with broken gauges.

Think about feedback like the gauges in your car that tell you when you need gas or when your tire is about to go flat, Damato explains. If you dont get those lights on your dashboard, you think everything is good. So youre driving along, and youre losing tire pressure, but if the gauge doesnt light up, you dont know it. Thats the kind of perception/reality gap we have here.

Organizations are setting up and investing in employee development programs, performance management processes, and other initiatives to drive business outcomes. However, many of these programs are failing to move the needle, so to speakand leaders have no idea.

Whats more, Damato believes the results of this survey are only a warning shot.

Its really about to get real with the millennials [joining the workforce], she says. Theyre pretty famous for requiring instant, constant feedback, and they really want to know that their input is heard and valuable.

Employees are already dissatisfied with the state of feedback in their organizations. Imagine how much worse it could get when the millennials comprise roughly half the U.S. workforce.



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