Posts Tagged ‘Generation Y’

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According to L&D Manager Jeff Turner at Facebook, the social network giant has introduced a novel approach to dealing with poorly performing managers in which they are given a ‘get out of jail free card’. Instead of putting them through the normal process of performance management, Facebook managers are given the option of dropping-out from direct line management altogether.

Their approach is an attempt to lessen the gap between managers who are doing a very good job and those who aren’t. This is because poor line management can harm the development of a company. Research has shown that poor management can have a detrimental impact on employee engagement levels within a business, which in turn affects employee retention and performance, customer service and satisfaction, and business performance.

In order to support this initiative, Facebook have developed a manager philosophy – “set context, create focus, drive impact and cultivate growth” – backed up by its model for manager effectiveness. This is instead of more traditional competency models.  Their approach also supports the make-up of its workforce, in which 70% are from Generation Y. Those from Generation Y are the most high-maintenance and the most high-performing in the workforce, so a novel approach to managing performance is required.

Since Facebook introduced the initiative, ten per cent of managers have given up line management every year in favour of a role with no direct reports. Facebook’s dual career track approach allows employees to reach a senior position without managing people. They are of the belief that management should not be about getting a pay rise or other benefits, it should be about wanting to manage people.

This approach is great for a large company like Facebook, who can invest the time and resource in developing such a strategy, but most businesses don’t have this opportunity. In reality, most businesses have to rely on effective recruitment practices when hiring people managers, as there is no ‘get out jail free card’. Instead they will rely on assessing the candidate’s suitability for the role through competency based questioning and psychometric testing. Once the candidate has been hired, businesses will have to ensure that sufficient coaching and training is in place to develop their managers further.

This flexible approach from Facebook in dealing with underperformance certainly makes it easier for them, as it reduces the need for performance management, but most other businesses will just have to ensure they select the right candidate first time round.

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