viernes, 15 de diciembre de 2017

Un libro para esta Navidad: "Cómo liderar personas con la retribución"

La gestión de Personas y de su Retribución ha evolucionado enormemente en los últimos años en línea con las nuevas tendencias empresariales marcadas por la Digitalización y la Globalización.

El libro expone de una forma didáctica las nuevas tendencias retributivas, abordando los criterios, políticas y principales programas de retribución. Los distintos capítulos ayudan a enfocar temas entre los que podemos destacar los siguientes:
  • Concebir una estrategia salarial global que fomente la movilidad de los trabajadores en un marco común y coherente. Es decir, cómo se gestiona la convivencia de trabajadores locales, expatriados y "localizados".
  • Entender el concepto de "Ecualización fiscal" a la hora de establecer las condiciones de un traslado internacional.
  • Gestionar la evolución retributiva de los profesionales desde el momento de la contratación, motivando el talento a la vez que se establecen unas expectativas realistas.
  • Diseñar y comunicar planes de incentivos a corto y largo plazo que se ajusten a la estrategia del negocio.
  • Entender las distintas metodologías de cálculo de la brecha salarial de género.
El texto incluye casos prácticos y está dirigido a emprendedores y gestores que quieran reflexionar sobre esta compleja materia de una forma práctica y amena.

Ha sido un placer trabajar en este proyecto con Guido Stein, a quien conocí como profesor en el IESE. Por último, aprovecho para agradecer a la editorial Pearson la publicacion del libro, que ya está disponible en el siguiente enlace Cómo liderar personas con la retribución

Si tienes alguna duda o querrías hacer alguna consulta relacionada con el libro, puedes dejar tu comentario más abajo o escribirme directamente a

viernes, 8 de diciembre de 2017

Celebrating 10 years of Research on Gender Diversity

The global consultancy firm McKinsey started 10 years ago a series of research and reports about how to increase gender diversity in corporations and shape an inclusive labor market for the future.

The key findings are summarized in a recently published article Women matter: Ten Years of Insights on Gender Ddiversity. The figures that these reports provide are always powerful to understand where we are and the advantages that diversity brings. Let me give you some examples:

  • Women account for 50 percent of the global working population and generate 37 percent of global GDP 
  • $12 trillion could be added to global GDP by 2025 if the gender gap is narrowed.
  • a study shows 47% higher return on equity of companies with the most women on their executive committees than those with none.

The article summarizes "Ten attributes of an inclusive organization", starting by the need to be "unorthodox" meaning that policies and practices are constantly challenged to take into account the needs of all, not just one dominant group.

The report also highlights the fact that there are fewer women joining STEM disciplines tertiary-level studies.

It also includes the view of 16 global leaders about the topic. For instance, Takeshi Niinami (Suntory Holdings Limited) reminds us of one of the most evident advantages of diversity when he says that "Women bring different perspectives, and, as main decision makers for most purchases, they are especially important in the consumer goods industry." Michel Landel (Sodexo) argues in favour of the traditional definition of diversity, stressing that "We must be a fair representation of the society we live in: it’s not only the right thing to do, it’s the way to drive lasting progress, performance, and ultimately, build a more balanced and sustainable world."

I should not continue with more examples, as it is better to read the complete report by yourself, so I will just make a final reference to Justin Trudeau who believes that "Gender diversity—including at the highest levels of leadership—is absolutely critical in our changing economy. In example after example, companies that prioritize gender equality in their leadership outperform ones that don’t."

martes, 15 de agosto de 2017

Is the Annual Performance Review Dead?

The answer seems to be "yes" according to recent articles: Is the Annual Performance Review Dead? (this article explains how GE replaced annual evaluations with "more frequent conversations and introducing an App to help employees' managers and teammates share feedback"), Microsoft kills its hated stack rankings. Does anyone do employee reviews right?Why Adobe Abolished The Annual Performance Review And You Should, Too or Death To The Performance Review! Long live the performance review.

The Traditional Performance Management model combines the annual evaluation of objectives, competencies and associated compensation in a coherent and elegant way:

1 Objectives are defined at the beginning of the year.

2 At year end, a meeting is held to review the achievement of the objectives and assess progress in relevant competencies for the job. The appraisals are subject to a forced distribution to ensure not everyone is a "high performer".

3 Then, the evaluation determines variable and fixed remuneration and promotion possibilities.

According to the CEB Global statistics included in the above-mentioned articles, 95% of the managers interviewed are dissatisfied with the process and 59% of the employees feel it is not worth the time invested.

Moreover, the current business environment is too dynamic for an objective system based on an annual cycle.

A New Paradigm is emerging based on Continuous Assessment where:

1 Objectives are defined ... when appropriate according to business needs.

2 Feedback about the degree of accomplishment of objectives, competencies and performance is continuous.

3 Compensation process is separated formally and timewise from performance process.

The change does not come without risks but the trend seems unstoppable.

domingo, 18 de diciembre de 2016

If I were an Expat (10/10): The 10 points to consider

If I were an expat about to start my assignment, these are the 10 points that I would keep in mind:
  1. Manage your own career: Before making the decision of working abroad, think how it improves your capabilities and your long term career perspectives. It is important to keep in mind that you are in the driving seat of what is coming ahead in your professional career.
  2. Pixabay
    Total Compensation: The acceptance of an expatriation depends on the assessment of all benefits, not only the monetary ones such as salary, housing, etc. In recent years, professional, personal and family reasons are gaining importance, as the experience of working abroad is generally a very positive experience for the career of the expats and for their families.
  3. Family: If you want the assignment to be successful, the family deserves your full attention, especially during the first months. According to recent studies, the most common argument for the rejection of an assignment is the career of the spouse.
  4. Expat letter: When working abroad you have to face issues on the labor front that have to be studied in detail and that vary greatly depending on the country (e.g. Social Security). The signing of the expat letter is an important moment to clarify these points.
  5. Visas: Keep in mind that obtaining your visa may take longer than you expect. 
  6. Taxes. The complexity of the tax obligations for a person moving abroad makes it advisable to contact a tax expert to help you with your personal tax return both at home and in the country of destination. It is important to understand how your compensation is defined, specifically, if you are on a gross or an equalized policy.
  7. Health & SecurityMake sure you have the basic security information so you can avoid any high risk area or activity. Also, get a contact list from your medical insurance of the available hospitals in case of emergency. Be careful when driving abroad and ensure that you have a valid driver license.
  8. During the Expatriation: Once you arrive to your destination, there are some questions that can help you in the landing process; spend time with your family, learn the language, do your best to understand the history and culture, etc.
  9. Return: Start planning for the return a few months before the end of your assignment. Remember that you probably have a unique know-how that you should share with your colleagues to ensure it is not lost after your departure.
  10. Finally, be respectful, keep your mind open and a positive attitude. You will need to be flexible to adapt to the new environment.
In most cases, the satisfaction of the Expats and their families exceed their initial expectations.  If you are starting a new assignment, I hope your expectations are exceeded too!

PS. For furher reading, you have details about all these points in previous entries of this blog.

viernes, 25 de noviembre de 2016

How Colin Powell became a four-star general. Best practices in diversity management

Colin Powell's promotion did not just happen.

Clifford Alexander, who was Secretary of the US Army from 1977 to 1981, explains how he held up a list of proposed generals because of lack of diversity. He then gave instructions to look at all records of eligible colonels to ensure ratings were based only on fair and equitable criteria.

His board followed his directives and .... Colin Powell emerged on the candidate list.

As he explains in the NY Times article Colin Powell's Promotion: The Real Story "He did not get anything extra and his white colleagues did not get anything extra either. The rise of Colin Powell through the ranks of the United States Army to brigadier general had to do with his performance as a soldier”.

This is a great success story of a good diversity practice. I had heard about it a long time ago and today I mentioned it to some friends. Then I googled it and I was lucky to find this excellent article published in the NY TImes.

domingo, 20 de noviembre de 2016

Are you planning to move to the European Union?

If you are planning to move to the European Union, you should know that immigration rules are not the same in every EU country. This is because most EU countries have both EU rules and their own national rules. In addition, there are exceptions to the EU-wide immigration rules in countries like Denmark, Ireland and the United Kingdom.

Common rules apply if you are a highly qualified worker or if you wish to study or do research in an EU country. 

Grunge EU flag  by Nicolas Raymond CC BY 3.0 
Nevertheless, applications must always be made to the authorities of the EU country you plan to move to. For full information about this topic and links to the country specific websites, please visit The EU immigration portal.

Each EU country decides on topics like the total number of migrants that can be admitted, all final decisions on migrant applications and rules on long term visas.

In general, to enter the EU, you must present the necessary papers to the border authorities. These could include:
  • Passport
  • Short-stay visa or long-stay visa
  • Documents to show the purpose of your stay
  • Documents to show that you have enough money for your stay and return

Border control officials will check your identity on the basis of your travel documents and examine your papers to see that you meet all entry conditions.

If you hold a long-stay visa or a residence permit from one of the 22 EU countries that are in the Schengen area, you can move freely in this area for up 3 months during a six-month period of time.

If you have resided legally for an uninterrupted period of five years in an EU country, you can apply to become a long-term resident. You will need to meet certain conditions that may include demonstrate that you speak the local language. Long term residents status means that the person will have similar rights as EU citizens in areas that may include access to employment and work conditions, education and work-related training, social protection. The EU immigration portal has comprehensive information about all these topics.

domingo, 13 de noviembre de 2016

Gender diversity in Politics. What will the future bring us?

When Hillary Clinton dropped out of the Democratic primary in 2008, she said during her concession speach"Although we weren't able to shatter that highest, hardest glass ceiling this time, thanks to you, it's got about 18 million cracks in it and the light is shining through like never before, filling us all with the hope and the sure knowledge that the path will be a little easier next time,"
Angela Merkel by א (Aleph) (Own work)
[CC BY-SA 2.5 
 via Wikimedia Commons
Eight years later, at thDemocratic National Convention, she was named as the first female presidential nominee of a major political party in the US. In her keynote speach she mentioned: "Tonight, we’ve reached a milestone in our nation’s march toward a more perfect union: the first time that a major party has nominated a woman for president. Standing here as my mother’s daughter, and my daughter’s mother, I’m so happy this day has come. I’m happy for grandmothers and little girls and everyone in between. I’m happy for boys and men—because when any barrier falls in America, it clears the way for everyone. After all, when there are no ceilings, the sky’s the limit."
In the recent election, she won in the popular vote but the way the votes were divided by states meant that Trump won the election. She sounded less optimistic in her concession speach"I know we have still not shattered that highest and hardest glass ceiling, but someday, someone will, and hopefully sooner than we might think right now."
During the last few days, I have read several articles in the US press where they doubt whether they will see a woman President anytime soon. As always, you can see the glass half empty or half full, but to me it is time to feel optimistic.

In Europe, Theresa May is Prime Minister of the United Kingdom and Leader of the Conservative Party and Angela Merkelis the Chancellor of Germany and the leader of the Christian Democratic Union (CDU). We see progress in many places.
We will soon realize how much Hillary Clinton has accomplished and how she has helped gender equality take a huge leap forward. I am confident we will sooner than later see a female President in the US and in other European countries, such as Sweden and Spain.