· 2019-02-22 · Lie Truth So Stop... And Instead, Start... Your Competitors... 1. People care which company they work for People care which team they’re on Measuring engagement

PLAYBOOKfor ADP Sales Teams

Nine Lies Campaign

Harvard Business Review (HBR) is an authority when it comes to the world of business and leadership. They are seeking to do a deep dive into the world of Talent and have enlisted the Co-Head of ADP’s Research Institute, Marcus Buckingham, to spearhead that effort. He and Ashley Goodall have authored the book Nine Lies about Work, which will be released in April of 2019.

Nine Lies about Work uncovers the dysfunction and frustration that pervades the workplace, and encourages freethinking leaders to get past the lies and discover what’s real.

In the run-up to the launch of the book, HBR is launching the Freethinking Leader Coalition (FLC) to unite leaders who are committed to empowering people to bring the best of themselves to work, and take organizations to the next level of performance in the workplace.

All members of the Freethinking Leader Coalition will have access to the FLC website where they will gain exclusive access to pre-released content before the launch of the book, and collaborate with Marcus and Ashley, as well as a community of leaders who want real change in the world of work.

ADP’s Nine Lies Campaign provides all ADP Sales reps with instant credibility backed by a trusted brand in the world of business (HBR) and

preeminent thought leader in all things people and performance in the workforce (Marcus Buckingham). It will provide you with the ability to gain access to people and thought leadership that you may not have had access to before, and differentiate ADP’s value proposition from that of our competitors, teeing up all our products and offerings.

Take Advantage of Your Opportunity! The Nine Lies Campaign helps you invite contacts into the Freethinking Leader Coalition.

Contacts you invite to be members of the Freethinking Leader Coalition will:

1. Receive a complimentary copy of Marcus Buckingham and Ashley Goodall’s upcoming book, Nine Lies about Work, immediately upon its April 2019 publication.

2. Receive exclusive, pre-release content from membership in the Freethinking Leader Coalition.

3. Gain exclusive access to Marcus Buckingham via live and virtual events. Events and activities with each “truth” include webcasts, “Influencer Evenings,” and even an opportunity for dinner with Marcus.

What’s In It for You? You’ll stay visible, credible, and relevant with your contacts — while acting as a disruptor and challenging ADP competitors and developing a new, unmatched value proposition across ADP’s entire portfolio of products.

What’s Next? Turn this page to learn about the nine lies, the real truths, and how ADP competitors miss the mark. The sales playbook will help you exploit the lie, pressure competitors, and showcase how ADP solutions help enable the truth.

Background | Tagging Criteria | Calendar

You can also join the Freethinking Leader Coalition!

1. Go to http://freethinkingleader.org/

2. Proceed to step 2

3. For order # enter ADP HRO Associate No Order

4. Log in & get connected with fellow challengers

and start taking action!

https://hbr.org/freethinkingleader

https://hbr.org/freethinkingleader

Lie Truth So Stop... And Instead, Start... Your Competitors...

1. People care which company they work for

People care which team they’re on

Measuring engagement across the entire company; it doesn’t serve a team leader.

Measuring engagement at the team level. Empower team leaders with relevant, real-time engagement data – so they can fuel performance of their teams.

■ Are connected to the hypothetical world of HR

■ Don’t understand what really moves the needle on engagement

■ Are out of touch with the modern world of work

2. The best plan wins The best intelligence wins

Top/down waterfall planning that cascades from the C-Suite and keeps critical data out of the hands of the people that need it.

Enacting agile processes like scrum and team leader dashboards, with frequent check-ins and insights to help them take action in the moment.

■ Base solutions on planning data

■ Constrain data in tools

■ Limit dashboards to HR and business leaders

3. The best companies cascade goals

The best companies cascade meaning

Using cascading goals to align organizations and measure or evaluate performance. Stop measuring progress towards goals.

Letting employees voluntarily set and share goals. Communicate and drive meaning across the organization. Empower them instead of informing them.

■ Use goals only for alignment (which won’t align to the work), to track progress (which doesn’t reflect how real work is done), and to evaluate performance (this is bad data as goals vary by function, team, person, and difficulty to achieve)

4. The best people are well-rounded

The best people are sharp

Using competencies to measure performance, identify skill gaps, or drive development, succession planning, or talent planning.

Enabling every team leader to identify the strengths of each team member, and empowering everyone to identify and express their strengths at work.

■ Generalize and standardize people at scale (across the enterprise), leaving people disconnected and fueling an epidemic of disengagement

5. People need feedback

People need attention Any peer or direct-report quantitative feedback tools.

Driving leaders’ attention to their people and engagement within their team. Equip them with tools to provide coaching-focused attention infused with insight.

■ Design tools based on a hypothesis of what works in theory — not models of what the best leaders actually do.

■ Offer tools that erode HR’s credibility with employees and the business because they erode trust

6. People can reliably rate other people

People can reliably rate their own experience

Deploying systems that ask people to rate other people.

Measuring people with systems based on reliable, variable, and valid data.

■ Don’t understand data, and capture the wrong data in ways only attractive to HR — leading to ill will, disengagement, and bad decisions

7. People have potential

People have momentum

Rating people’s potential, and making decisions based on the rating.

Creating systems for employees to capture, reflect upon, and share what they love about their work. Measure leader effectiveness through the experience leaders create for their teams, using reliable, variable and valid measurement.

■ Base succession planning tools on employee potential — yet aren’t properly calibrated and therefore yield bad data, which in turn drives bad decisions about how to promote, train, or compensate

8. Work/Life Balance matters most

Love-in-Work matters most

Removing systems or programs that help people manage their lives.

Creating systems for employees to capture, reflect upon, and share what they love about their work.

■ Base products on administration and processes,

detached from the individual and his/her work — which doesn’t benefit the employee

9. Leadership is a thing

Leadership is many things

Using systems or programs that measure against leadership attributes, and then trains employees to acquire those attributes.

Measuring leader effectiveness through the experience that leaders create for their teams, using reliable, variable, and valid measurement .

■ Rely on abstract leadership competency models that are detached from the human experience, based on an individual who doesn’t exist

Stands

Apart

ADP knows how people work. Our solutions are based on research science and insight into behaviors that actually create the outcomes you want. ADP has spent the last 69 years partnering with organizations to support every aspect of the intersection between the business and their employees.

ADP is uniquely positioned. ADP’s broad solutions — spanning payroll, time-&-attendance, benefits, HR and even tax filing — uniquely position us to flex to where the work happens, from the C-suite to the front lines. That’s why, when it comes to talent, organizations turn to ADP to understand what their best teams look like, and for ways to help build more teams like their best ones.

OUR unique perspective is YOUR sales advantage. When you can explain how each truth behind these nine lies can drive organizations to better results, you’ll stand

apart from competitor products designed around longstanding mistruths — and distinguish ADP solutions as the best path to a becoming a better organization.

4© 2019 ADP, Inc.

Convince Your Prospect to JoinParticipation is Crucial. To receive exclusive pre-release content of each “lie” from the Nine Lies about Work book, and participate in live and virtual events, your prospects must join the Freethinking Leader Coalition.

• Identify ideal contacts

• Encourage them to join

Who to Target. The FLC is for those willing to challenge the status quo with new thinking, and then drive organizational change.

Target senior leaders like:

• Executives in Human Resources (VP of HR, CHRO)• C-level and senior executives (HR, Finance, Business/Operations)

• Leaders responsible for cultivating talent

• Leaders seeking a competitive edge over their business’s peers/competitors

CALL TO ACTION:Why not participate in the Freethinking Leader Coalition? The first virtual meeting is October 4th. May I confirm you’ve signed up to receive the book and join the coalition?

Your Talk Track

Openers. Generate intrigue with these conversation starters:

• I have access to something special in the world of of work, and I’m excited to give you the same access.

• Long-held beliefs about managing talent are actually wrong – and you should be concerned about that. Beliefs like: “The best people are well-rounded,” or “The best plan wins.”

• The Freethinking Leaders Coalition (FLC) offers a new perspective – which leads to better outcomes.

• There’s a way to harness your people to drive the outcomes that matter most to your business.

• What if you could understand what’s simply untrue – and why – and learn the truths behind the approach that other leaders are embracing?

• And, what if you could be part of a community of smart, like-minded leaders who are putting these ideas into practice?

Internal Monologue

• Basically you’re exposed

• This isn’t theory. It’s already happening and you should be a part of it

What’s the Freethinking Leader Coalition?

• (Is) The Freethinking Leader Coalition is a network of business and HR leaders

• (Is) Sponsored by Harvard Business Review

• (Is) Facilitated by Marcus Buckingham (Co-Head of ADP Research Institute) and Ashley Goodall (CISCO)

• (Does) Brings like-minded leaders together in virtual & in-person forums

• (Does) Exposes mistruths leading to workplace dysfunction & frustration • (So You Can) Understand the latest learnings and innovative ideas to bring an advantage back to your business

Why Join? There’s no membership fee, and many benefits:• Early Access. Receive Nine Lies about Work content as each lie is revealed in advance of the book’s publication

and a complimentary copy of the Harvard Business Review book (published April 2019; $30 value)

• Networking. Learn new perspectives, gain insight, and share your ideas with other leading industry professionals

• Leadership. Drive your organization forward; introduce new ideas

• Personal & Professional Growth. Expand your knowledge; advance your career

Key Dates | Actions

1. September 5: Your tagged contacts receive invitation to order book

2. September 12: Contacts receive book-order reminder

3. September 5 – 19, Action: Call tagged contacts; invite to join the FLC

4. September 19: Lie #1 Reveal

5. October 4: Truth #1 Webcast

6. October 4 -9 , Action: Follow-up to webcast

Additional resources on the internal Marcus Buckingham microsite

(password: adpsales)

5© 2019 ADP, Inc.

Understand the Truth

Stop. Stop measuring engagement across your entire company. Engagement doesn’t happen at the organizational level. It happens or fails to happen on a team.

Start. Start measuring engagement at the team level. Empower team leaders with relevant, real-time engagement data – so they can fuel performance of their teams.

So You Can... Know what your best teams look like and how to build more like them. Why benchmark another company’s success when you can leverage what is already working in yours?

What’s Needed. In order to start, you need:

Focus on the right audience- engagement and performance happens, or fails to happen, on the team

Meaningful data– ensure your information is real-time, relevant and reliable – so you can use it to actually predict outcomes

Empower team leaders– by giving them the tools and context to continually fuel their team’s best performance

Start the Conversation

Objective. The goal of your conversation is for the prospect to:

1. Acknowledge the “truth” as a new way of thinking 2. Agree change could bring good results to his/her business3. Want to learn more about how ADP could help enable change

TRUTH 1: People care which team they’re on.

LIE 1: People care which company they work for.

The FLC revealed a new truth: People care which team they’re on.

Question Listen for... Redirects• How did you

react to the lie? • Surprise or intrigue

• Disbelief

■ I was surprised myself…. But when I think of my own real-world experience, it makes a lot of sense.

• How did you react to the truth?

• Views teams as where “work is done;” not by the org chart

■ I agree; it makes you question approaches to engagement.

■ Typically, people have tried to solve this by focusing on the wrong audience.

• How does this play out in your world?

• Understand the current approach to engagement

■ Before you heard about it in the FLC, did you ever considered the approach of focusing on the team?

• How well do you trust your engagement data? Why?

• Untrusted or unreliable data

• Collected corporate-wide; not at a team level

■ We see lots of disconnect among other organizations we talk to: high retention, but low engagement.

■ Engagement only matters if it predicts performance.

• Do you know what your best teams look like?

• And, how are you building more like them?

• Poorly equipped to identify teams or measure their performance

■ You’re not alone; many other organizations tell me they’re in a similar place.

■ But the FLC can help you learn a better way forward.

• What would it mean to have more teams like your best teams?

• Imagine better results

• Interest in learning how

■ Wouldn’t it feel better knowing you’re making the right investments in your people?

■ Would you like to hear how ADP can help you build more teams like your best teams…?

Others | Outdated View ADP | New Way of Thinking

Hypothetical World. Measuring engagement across the entire organization – when the employee experience is shaped on the team. The status quo is based on tools that people don’t want to use.

Beyond Theory | Built for the Real World. ADP solutions are built around decades of research into what excellence actually looks like in the workplace. Our tools are built for the team leader, to help them measure and improve engagement on their teams. This is why people want to use our tools - without having to be coerced.

Limited Understanding. No understanding of what really moves the needle on engagement and performance. If it doesn’t predict performance, the data doesn’t matter.

Meaningful Data. ADP captures engagement data that actually predicts performance– so it’s relevant information to help you drive the outcomes that matter most.

Outdated Ideas. Iterate on ideas and HR processes built to solve for challenges of a different time – that never really worked.

Evidence-Based. We don’t rely on traditions, dogma, or longstanding outdated practices. ADP bases our solutions on research science and insight into behaviors that actually create the outcomes you want.

Static Solutions. Unable to support an agile organization that now needs to meet the demands of the modern workplace. The status quo is too slow, focused on the wrong audiences, and doesn’t bring value back to the business.

Agile Solutions. We collect and provide valid, real-time and reliable data. We deliver it on-demand to team leaders when & where they need it. Then aggregate the insights to HR/Business leaders so that they can make better talent decisions.

CALL TO ACTION: Let’s explore limitations in your current systems, and discuss ways ADP might help.

You can’t measure engagement across a company; it happens within teams.

6© 2019 ADP, Inc.

TRUTH 2: The best intelligence wins.LIE 2: The best plan wins.


Stop. Stop top/down waterfall planning that cascades from the C-Suite and keeps critical data out of the hands of the people who need it most.

Start. Start enacting agile processes like scrum and team leader dashboards, with frequent check-ins and insights to help teams take action in the moment.

So You Can... empower teams to adjust their work with flexible objectives and adaptable plans.


Reverse the information flow – so instead of pushing top-down, information flows from teams back to the leaders

Freely-available data – that’s not confined to systems only a few can access, but is instead broadly distributed across the organization

Frequent check-ins – quick updates that don’t burden team members, so leaders know how the team – and each of its members – is performing week-to-week

Meaningful insight – that goes beyond data to bring leaders knowledge into relevant and timely activities that impact the performance of their teams and the people they lead


Objective. The goal of your conversation is for the prospect to:

1. Acknowledge the “truth” as a new way of thinking 2. Agree change could bring good results to his/her business3. Want to learn more about how ADP could help enable change

The FLC revealed a new truth: The best intelligence wins.

Question Listen for... Redirects• How did you

react to the lie? • Surprise or intrigue

• Disbelief

■ I was surprised myself…. But when I think of my own real-world experience, it makes a lot of sense.


• Recognizes intelligence as more valuable than plans

■ I agree; it makes you wonder why organizations focus so much on planning

■ Focusing on the team instead of the organization is a change in mindset – but if `you want to prioritize outcomes, a team focus is a better perspective.


• Measuring performance against a plan

■ Before you heard about it in the FLC, did you make a distinction between intelligence and planning?

• What does intelligence mean to you in your organization?

• Status reports

• Progress against plan milestones

■ Lots of organizations confuse data as intelligence, or information as knowledge.

■ Intelligence is gathered from the current situation, and most useful in the moment.

• How are your organization’s “front lines” equipped with intelligence?

• Static, high-level reports

• Leaders pushing information

■ You’re not alone; many other organizations tell me they’re in a similar place.

■ The FLC can be a great source of awareness and inspiration to understand how we can better apply these principles.

• What would it mean for front lines to create intelligence for your leaders?

• Can adapt to current state, instead of adjusting back to plan

■ How could you benefit by gathering intelligence from all levels of the organization, then deploying it to those who need it most?

■ Would you like to hear how ADP can help you develop intelligence and deliver it securely to everyone in your organization?


Based on Plans. Plans are made for what might happen in the future. But the world moves faster than we can plan for – so plans are always too late. Systems built around plans show only performance against the theoretical plan – not what’s actually happening, or how to respond.

Create Intelligence. Instead, rely on the intelligence of your people. ADP recognizes that those on the front lines who are closest to the work are the best place to capture information. ADP solutions clarify what’s happening right now– like worked hours, labor cost, or employee engagement– then accelerate that information to leaders, so they can adjust the course of action.

Constrain the Data. Many systems make it difficult to input or capture data, only to lock it away so just a few have access. Instead of contributing to organization-wide knowledge, data may be lost or inaccurate by the time it’s inputted – and likely outdated by the time leaders actually view it.

Freely Flow Information. ADP seeks to balance an open flow of information within a secure environment. Access is open to many, yet limited to the role and purpose– as data is collected from individuals, through workflows, or shared among other integrated systems.

Limit Access. Dashboards, alerts, and reports are designed for use only by senior leaders. Information then has to flow from the top to the employees actually doing the work– where it’s often too broad or too late to guide an appropriate response.

Empower Everyone. ADP knows informed workers at all levels need information that’s meaningful, current, and readily accessible. Data is organized for deep analysis and insight, yet information is published to web dashboards or pushed to mobile devices– for efficient input and easy retrieval.

CALL TO ACTION: Let’s explore the intelligence available in your organization, and discuss ways ADP could help make it more meaningful for everyone.

7© 2019 ADP, Inc.

TRUTH 3: The best companies cascade meaning.LIE 3: The best companies cascade goals.


Stop. Using cascading goals to align organization, measure or evaluate performance. Stop measuring progress towards goals.

Start. Letting employees voluntarily set and share goals. Communicate and drive meaning across the organization. Empower employees instead of informing them.

So You Can... cultivate bottom-to-top success for each employee, based on their strengths and relevance to their work.

What’s Needed. To start, you need:Relevance – so each employee can establish and monitor individual goals based on the value employees see in themselves, and apply that value to their work

Transparency – shared visibility among team leaders and team members, so both leader and employee have access to goals

Insight – captured through subjective employee input and objective, operational work data, so team members can provide perspective or request help, and leaders can assist those who need guidance

Flexibility – that enables employees to adjust and refine their goals, so the goals can adapt and stay relevant as the employee’s work environment changes


The FLC revealed a new truth: The best companies cascade meaning.

Question Listen for... Redirects• How did you react to

the lie? • Surprise or intrigue

• Disbelief

■ I was surprised myself…. But when I think of what I hear from other companies it makes sense.


• Agreement

• Some buy-in

■ I agree that finding meaning is more empowering than following company goals.


• How they do performance reviews today and how their current approach contrasts with the new way of thinking

■ Before you heard about it in the FLC, did you ever wonder if your own company’s goals were meaningful to all the employees you lead?

• How are goals created in your organization?

• By leaders to measure or evaluate performance

■ Most organizations’ goals are top-down. Think about how employee engagement and productivity would increase if goals were created bottom up by the employee.

• How are your organization’s “front lines” equipped to create their own goals?

• They don’t create their own goals

■ The FLC can be a great source of awareness and inspiration for understanding how we can apply these truths and change the old way of doing things for a better outcome.

• What would it mean for engagement, retention and job satisfaction if all level of employees and team leaders could collaborate to establish meaningful, employee specific goals?

• Listen for agreement that meaningful goals would drive engagement, retention, productivity and job satisfaction.

■ Would you like to hear how ADP can help you with technology, processes and the data to scale individual goals across your organization?


Cascading Goals. While probably appealing to most senior executives, goals set and cascaded from the top of the organization must seemingly apply to everyone. Yet in reality, such abstract top-down goals rarely apply to people’s actual work – and are often ignored. Most tools cascade goals, and then mandate cumbersome periodic data-entry about individual or team performance. These tools only serve the spread of irrelevant information across the organization, which isn’t useful or meaningful to anyone.

Individual Goals. ADP designed tools with the depth and flexibility for each employee to set their own goals, and manage their progress against those goals. ADP goes further – with broad transparency between team members and their leaders. Placed in the context of the employee’s work environment (workload, team members, location, schedule, etc.) ADP connects each employee’s contribution with their own sense of what they value most about what their work means to them and their employer – your organization.

Tracking Progress. Goals are binary: complete, or incomplete. Tracking progress is irrelevant, as current progress doesn’t quantify the effort-to-date or forecast the work still necessary for achieving the goal. Systems developed to track progress against goals serve only to create unnecessary tasks that capture meaningless, unreliable data. As a result, HR departments that require progress tracking lose credibility across the enterprise.

Communication and Context. ADP fosters interaction among employees, teams, and leaders, instead of merely capturing “operational input” such as worked hours, vacation requests, and schedule preferences. ADP solutions prompt subjective input from team members. Access by team leaders establishes two-way communication through which employees can ask for help, and team leaders can provide guidance. This context goes beyond progress tracking to foster deeper understanding of each employee’s work and its results.

Evaluation. Many systems are designed to evaluate employees against top-down goals, standardized across the enterprise. Yet evaluation is inconsistent. No two managers are alike – and neither are their teams or the work those employees do. Ratings are therefore unreliable, fail to provide value, and disengage employees.

Performance Insight. ADP’s holistic platform brings information about the work together with input from the worker – for a combined set of quantitative and qualitative data. Through this combined view of the work data (job, time spent, cost, contributors) and the worker’s input about their contribution and experience, team members and leaders alike have deep insight into the work’s actual meaning and value to the employee and employer.

CALL TO ACTION: Let’s explore how ADP can help you empower your employees and impact your organization.

8© 2019 ADP, Inc.

TRUTH 4: The best people are spiky.LIE 4: The best people are well-rounded.


Stop. Using competencies to measure performance, identify skill gaps, drive development or drive succession and talent planning.

Start. Enabling every team leader to identify the strengths of each person on their team and give every person a tool to identify and express their strengths. Require team leaders to be proficient in these tools. Source: First Break All The Rules (Marcus Buckingham)

So You Can... Scale individualization across your organization.


1 – A way for individuals to discover their strengths

2 – Integrated tools and processes to help organizations learn what makes their employees unique

3 – Creation of processes and rituals that allow your employees to apply their strengths to their work


The FLC revealed a new truth: The best people are spiky.



• Disbelief

■ I was questioning it myself…. But when I think of my own real-world experience, it makes sense.


• Agreement

• Some buy-in

■ I agree that when I work in my areas of strength I have better results and find more work satisfaction.


• 9 Box ■ Before you heard about it in the FLC, did you think about how much more engaged and productive your employees would be if they focused on their strengths?

• How are competencies measured in your organization?

• Testing, Certifications Badging

■ Most organizations measure the employee’s competencies against a common standard instead of against their unique strengths.

• How are competencies applied in your talent management strategy?

• 9 Box

• Determine promotions, raises

■ Most organizations have been doing it the same way for years and are not seeing the results they desire.

• What would it mean for your organization if your employees focused on their individual strengths in their work?

• A shift in thinking from the old lie to the new truth

■ Would you like to hear how ADP can make it easier for you to learn what makes your employees unique, and create processes and rituals to apply at work?


Competencies. Organizations generalize and standardize people across the enterprise leaving them disconnected and fueling an epidemic of disengagement.

Uniqueness/Strengths. ADP utilizes an individualized approach across your organization that leverages the strengths of the employee and increases engagement and effectiveness.

CALL TO ACTION: Let’s explore how ADP can help you enable every team leader to identify the strengths of each person on their team.

9© 2019 ADP, Inc.

TRUTH 5: People need attention.LIE 5: People need feedback.


Stop. Any peer or direct report qualitative feedback tools.

Start. Driving leaders’ attention to their people and engagement within their team.

So You Can... Measure people with systems based on reliable, variable and valid data.


1 – The means to gather valid, variable data from employees

2 – A way to measure leader effectiveness – hold them accountable to take action based on their employee data

3 – A solution that will monitor employee feedback at individual and organizational levels and equip them with tools to provide coaching-focused attention infused with insight


The FLC revealed a new truth: People need attention.



• Questioning

■ I was questioning it myself…. But when I think of my own real-world experience, it makes a lot of sense.


• Agreement

• Some buy-in

■ I know that I am much more engaged and productive when my leaders give me the attention I desire on a regular basis.


• Annual reviews

• Peer rating systems

■ Before you heard about it in the FLC, did you think about how much more engaged and productive your employees would be if they received the attention they desire?

• How are you equipping your leaders to engage their teams?

• Training

• Seminars

■ Psychologists will tell us that employees experience “fight or flight” responses when given leader feedback. Coaching can equip a leader to avoid that response.

• How effective are your current processes in delivering the results you desire across the organization?

• Difficulty determining their effectiveness across the organization



• What would it mean for your organization if your team leaders were coached and equipped to get the most out of their people?

• A shift in thinking from the old lie to the new truth

■ Would you like to hear how ADP can work with your team leaders to equip them with the tools to provide coaching-focused attention infused with insight?


Utilizing tools based on a hypothesis of what works in theory, not on models of what the best leaders actually do.

ADP understands that people want attention to get better at work. We can provide the means to gather valid data, a way to measure the leader’s effectiveness and a solution that will monitor employee feedback at the individual and organizational levels.

Offer tools that are not utilized and erode HR’s credibility with employees because they erode trust.

ADP can equip your leaders with the tools and insights to provide the coaching-focused attention their people desire to get better and increase their engagement with their work.

CALL TO ACTION: Let’s explore how ADP can help you enable every team leader to identify the strengths of each person on their team.

10© 2019 ADP, Inc.

TRUTH 6: People can reliably rate their own experience.LIE 6: People can reliably rate other people.


Stop. Deploying systems that ask people to rate other people.

Start. Measuring people with systems based on reliable, variable and valid data.


1 – A method for team members to provide performance ratings aligned to their goals.

2 – Provide team leaders with reliable, variable, and valid data from their employees’ ratings that enables them to improve their team members’ performance.

3 – Data from across the organization accessible to HR leaders to inform their talent decisions.


The FLC revealed a new truth:



• Questioning

■ I was questioning it myself.... But when I think of my own experience with 360 rating systems, it makes a lot of sense.


• Agreement

• Some buy-in

■ It matters to me when my perspective of my performance is considered by my manager.


• 360 Rater Reviews ■ Before you heard about it in the FLC, did you think about the downside of peer reviews?

• How do you equip your leaders to measure their people’s performance?

• Training

• ”We don’t have a good way to equip them.”

■ Think about how much more effective performance management will be when those being managed give their insights into what they need to get better.

• How do your current processes provide you with insight into your team leaders’ ability to rate their team members?

• Difficulty gaining insight across the organization


■ The FLC can be a great source of awareness and inspiration for understanding how we can apply these truths and change the old way of doing things for a better outcome..

• What would it mean to your organization if team leaders were properly equipped to improve their team’s performance?

• More employee engagement, less ill will and better leadership decisions

■ Would you like to hear how ADP can work with your team leaders to be better leaders?


View other people’s input as a reliable indicator of an employee’s performance.

The employee can reliably rate their own experience in ways that gives their leaders the right data to get the best out of them.

Don’t understand data and capture the wrong data in ways that are attractive only to HR, leading to ill-will, bad decisions and employee disengagement.

Provide the tools that enable employees to give insights into what they need to get better resuls in reliable and actionable data for team leaders and HR to improve the performance of their people.

CALL TO ACTION: Let’s explore how ADP can help you improve your performance management methods and quality of performance data you receive to improve your organization.

11© 2019 ADP, Inc.

TRUTH 7: People have momentum.LIE 7: People have potential.


Stop. Rating “potential,” and using that rating to make decisions. It’s based on bad data and it will end up limiting the performance of your talent.

Start. Creating systems for employees to capture, reflect upon, and share what they love about their work. Measuring leader effectiveness through the experience leaders create for their teams using reliable, variable and valid measurement.

What’s Needed?

1 – A method for team members to reflect upon, and share what they love or loathe about their work.

2 – The means to capture the employees’ expressed strengths and ambitions, as well as countable skills.





• Questioning

■ I was questioning it myself.... But when I think about it, attempting to measure potential is impossible and actually makes HR look bad.


• Agreement

• Some buy-in

■ It matters to me that my manager wouldn’t put me in a box and believes that I can grow.


• 9 Box ■ Before you heard about it in the FLC, did you think about the downside to labeling and putting people in a box?

• What are the outcomes of your current performance management system?

• Measuring and labeling potential

• Ranking for promotions

■ Think about how much more effective your succession planning will be if you have reliable, variable and valid measurement data to make good talent decisions.

• How do your current processes capture the performance data you need to make good talent decisions across your organization?

• Difficulty gaining actionable performance insights across the organization

■ Most organizations have been doing it the same way for years and struggle with getting the good data they need to make the right talent decisions.

■ The FLC can be a great source of awareness and inspiration to understand how we can better apply these truths and change the old way of doing things for a better outcome.

• What impact would having a method and means to capture your employees’ expressed strengths and ambitions have on your organization?

• The ability to make better talent decisions

■ Would you like to hear how ADP can help you by providing the method and means to make good talent decisions?


Using performance management systems that attempt to measure employee potential. Because they are not properly calibrated, they yield bad data; which in turn drives poor decisions about who to promote, train, and compensate.

ADP’s approach helps organizations create the outcomes that matter most, using measurement tools that have been carefully calibrated to give you reliable performance data representing the the employees’ momentum - so you can make good talent decisions.

CALL TO ACTION: Let’s explore how ADP can help you create the performance outcomes that will make a difference in your organization.

12© 2019 ADP, Inc.

TRUTH 8: Love-in-work matters most.LIE 8: Work/life balance matters most.


Stop. Removing systems or programs that help people manage their lives.

Start. Creating systems for employees to capture, reflect upon, and share what they love about their work.

What’s Needed?

1 – A system for team members to reflect upon what they love or loathe about their work.

2 – The means for your employees to share what they love about their work with their managers.

3 – A connection between the individual, their work, and the company that employs them.





• Questioning

■ I was questioning it myself, until I thought about how much better it is to love my work rather than trying to manage my work/life balance.


• Agreement

• Some buy-in

■ It matters to me that my employer cares about what I love about my work.


• Ways to manage work demands and time pressures

■ Before you heard about it in the FLC, did you think about the limitations of systems or programs that help people manage their lives?

• How do you measure the effectiveness of your methods to help your employees manage their lives?

• Difficulty gaining actionable insights across the organization


• What impact would a connection between your employees, their work and your company have?

• Higher employee engagement and productivity

■ Would you like to hear how ADP can help you improve the quality of your employees’ relationship with their work?


Basing their products on administration and processes that detach the employee from their work and won’t solve the challenges of burnout.

ADP’s solutions are designed to improve employee engagement and love for their work by creating a connection between the individual, their work, and the company.

CALL TO ACTION: Let’s explore how ADP can help you create connections with your employees that will make a difference in your organization.

13© 2019 ADP, Inc.

TRUTH 9: Leadership is many things.LIE 9: Leadership is a thing.


Stop. Using systems or programs that measure against leadership attributes, and then train employees to acquire those attributes.

Start. Measuring leader effectiveness through the experience that leaders create for their teams using reliable, variable, and valid measurement.

What’s Needed?

1 – A method to measure leader effectiveness through the experience they create for their teams.

2 – The use of a reliable, variable and valid measurement instrument.

3 – A means to hold leaders accountable and aggregate the results across the organization.





• Questioning

■ I was questioning it myself until I thought about how I experienced a good leader in the past..


• Agreement

• Some buy-in

■ It makes sense to have valid measurements of leadership effectiveness.


• We measure against leadership attributes

■ Before you heard about it in the FLC, did you think about ways to measure leader effectiveness?

• How do you measure the effectiveness of your leaders?

• Difficulty connecting desired attributes to results


• What impact would improving your leader effectiveness have on your organization?

• Increased productivity and engagement

■ Would you like to hear how ADP can help you develop your leaders?


Our competitors rely on competency models for leadership that are abstract and detached from the person.

ADP’s solutions are integrated into the HCM ecosystem and provide reliable data measuring the effectiveness of the leader based on the experience they create for their teams.

CALL TO ACTION: Let’s explore how ADP can help improve the effectiveness of your leaders and the experience of their teams.

Documents

· 2019-02-22 · Lie Truth So Stop... And Instead, Start... Your Competitors... 1. People care which company they work for People care which team they’re on Measuring engagement