You: Ms. or Mr. HR/Learning and Development.
I am hired to re-write and communicate the annual review process.
- scattered nationally in offices of wildly varied size and cultures;
- really mad because things have not been going well and folks are scared, burned out and unsure why they are still working here;
- the organization has an unfortunate history of starting big org-wide self-review initiatives that get no follow through from top leadership.
To write anything that feels authentic enough to get response from these unhappy staff members, I will need to know the following:
- what has happened in the last 1-5 years that could be a trigger for unhappiness if NOT mentioned and defused?
- is there any seemingly standard process that is a recurring pain point that we need to address BEFORE the emails start going out? Which can then be the subject of a reassuring sentence within the emails…
- who in the C-suite might these emails come from, along with HR, for best buy-in and response?
- what sort of commitment does HR actually have from the C-suite about THEIR compliance and initiative around this?
- what is really going on, this time, re the very top of leadership commitment?