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Gene Johnson

HR Manager at Commonwealth Bank of Australia

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Do you trust the data & reports from the big analysts?

Strategy & Architecture

Yes

Sometimes

View Results

111.2k views126 Upvotes59 Comments

Do you have remote employees on your team?

Talent Management & Performance

Yes

131.9k views209 Upvotes64 Comments

How safe do you feel in your Job if the world heads for a recession in 2023?

Resilience Peer Insights

Very Safe,I will not be impacted

Neither Safe nor unsafe

Somewhat Safe

Somewhat unsafe

Unsafe, there is a fair chance of getting laid off

View Results

10.6k views5 Upvotes

Microsoft Teams is an effective and easy to use communication tool for businesses?

Collaboration Solutions End-User Services & Collaboration Applications & Platforms

Yes

Not sure

View Results

28.8k views14 Upvotes6 Comments

How likely do you think it is that a four day work week will become the standard over the next 12 months?

People & Leadership Peer Insights

Inevitable

Highly likely

Somewhat likely

Somewhat unlikely

Very unlikely

Impossible

View Results

54.1k views32 Upvotes64 Comments

What e-learning platforms are you leveraging to upskill and/or reskill your workforce?

People & Leadership Applications & Platforms Peer Insights

Coursera

Future Learn

LinkedIn Learning

Udemy

Other

View Results

3.3k views1 Comment

How do you keep employees engaged in a remote work environment?

People & Leadership

Regular check-ins and feedback sessions.

Creating a virtual team environment with team building activities.

Providing access to training and development opportunities.

Encouraging breaks and self-care.

Providing a flexible work schedule.

Offering incentives and rewards for good work.

Encouraging social interaction through video conferencing.

Providing clear communication and goals.

All of the above

Other (comment)

View Results

22.6k views3 Upvotes1 Comment

Which of the following skill sets do you think will be the most desired by leaders in 2023 when looking for upcoming talent?

Cloud Contact Center & Telecom Applications & Platforms+14 more

Digital literacy and data analysis skills

Emotional intelligence and empathy skills

Creativity and innovation skills

Critical thinking and problem-solving skills

Adaptability and flexibility skills

View Results

15.3k views9 Upvotes

Does your current organization have a dedicated set of Organziational Pyschologists or Career Coaches / Leadership Coaches employed internally to support employees or leaders and their development?

People & Leadership

Yes

We used to have them in the past, but not anylonger

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854 views1 Comment

What's more important when looking for new talent:

Peer Insights Relationship Management

A prospective employee’s ability to learn and execute the job

A prospective employee’s accreditation and previous experience

Combination of both of these factors

Neither of these (comment below)

Not applicable

View Results

36 views

What companies are known for their innovative leadership development? A study done by Aon Hewitt in 2014 correlated leadership with organizational performance. Are you aware of a more recent study looking at how leaders are developed and organizational success?

People & Leadership

Gene JohnsonHR Manager at Commonwealth Bank of Australia in Bankinga year ago

Check out "Turning Potential into Success" - 2017 Harvard Business Review article by Claudio Fernandez-Araoz, Andrew Roscoe, and Kentaro Aramaki. It is one of the articles included in the Nov 2022 issue of HBR's ...read more

446 views1 Comment

Can anyone share a privacy statement (EU compliant) for data collection involving psychometric assessment? I want to state confidentiality, but that data will be used for specific purposes (namely, to make an employment decision and to conduct validation exercises - e.g., is a tool valid?).

People & Leadership Data & Analytics Database+1 more

Gene JohnsonHR Manager at Commonwealth Bank of Australia in Bankinga year ago

Can anyone share a privacy statement for data collection involving psychometric assessment? I want to state confidentiality, but that data will be used for specific purposes (namely, to make an employment decision and to ...read more

212 views1 Comment

Do you have an established process that enables you to drive talent brokerage/mobility across your organization? If yes, please answer any of the following applicable questions. What are the key drivers, initiatives and/or functional areas that align to your practices? Are there any technology/AI solutions incorporated with your processes? What are some of the challenges encountered in either standing up a practice or driving brokerage/mobility moves? Are there different processes or approaches in place to encourage employee-driven moves (e.g., applying for postings) vs planned talent moves?

Talent Management & Performance Peer Insights Feedback+1 more

Gene JohnsonHR Manager at Commonwealth Bank of Australia in Banking21 days ago

My organisation is interested in this very same thing. Most of the time the mobility is informal and reactive. We'd like to be more proactive and enable mobility for talent that are ready for a move. We are aware of one formal ...read more

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1.7k views1 Upvote4 Comments

What metrics do you use to determine the expected level of utilization for L&D trainers? Our trainers have a purely training role with varying levels of complexity based on the LOB supported. Each team specializes in specific business lines or topics. We are particularly interested in benchmarking trainer utilization, which refers to the percentage of their available time that is spent on actual training (excluding travel, preparation, projects, etc.). If you have established benchmarks for trainer utilization, how did you arrive at those metrics?

Feedback Training & Certification People & Leadership+1 more

Gene JohnsonHR Manager at Commonwealth Bank of Australia in Bankinga month ago

I'm not leading a training team now, but previously I used a simple measure - percentage of days in training. If they trained 10 of 20 days a month, it'd be 50%. My concern at the time was too much downtime - i.e., when they ...read more

1 1 Reply

904 views2 Comments

What percent of leaders assessed should be rated "high-potential"? Is there a percent range you try to stay in to insure you are being discerning enough?

People & Leadership Human Resources (HRIS)

Gene JohnsonHR Manager at Commonwealth Bank of Australia in Banking2 months ago

The Corporate Leadership Council (now Gartner) used to have an estimate of the proportion of HIPOs you'd find across organisations - I think it was 15%. HIPOs contribute significantly more than 'average' employees, so I always ...read more

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1.5k views2 Upvotes5 Comments

We are reimaging executive development in a Financial Services firm. What examples can you share of unique experiential programs that have been done for the SVP+ audience?

Gene JohnsonHR Manager at Commonwealth Bank of Australia in Banking2 months ago

I work for a major banking organisation. We are exploring talent development for our SVP+ audience. I have looked at immersion programs that consultancies provide, as well as strategic partnership exchanges. I'd be interested ...read more

281 views1 Comment

What strategies or practices have you implemented within your organization to effectively recognize and appreciate employees for their contributions, fostering a positive and motivating work environment? Are there any recognition programs that you have implemented?

Gene JohnsonHR Manager at Commonwealth Bank of Australia in Banking5 months ago

We have a recognition system where peers can acknowledge others' contributions based on our values. It's a free text field, so you can write what you'd like and attach it to one of the values. The manager of the individual ...read more

293 views1 Comment

How do organizations go beyond tactical assessments by managers in identifying and nurturing talent? Could you share innovative approaches or tools that have proven effective in enhancing talent management practices within your teams?

Talent Management & Performance

Gene JohnsonHR Manager at Commonwealth Bank of Australia in Banking8 months ago

In a few organisations now, I have put talent through development centres (rather than 'assessment' centres) to identify their strengths and development needs. The output is used to create a development plan. Ideally ...read more

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3.5k views4 Comments

Looking for different approaches organizations take to engage and develop high potentials. Our company does a great job with identifying HIPOs, but we have the opportunity to improve our actions after the identification process.

Gene JohnsonHR Manager at Commonwealth Bank of Australia in Banking10 months ago

This is a great discussion piece that resonates with my own situation. We want to be able to provide meaningful, impactful development experiences to our talent. We know that there are pockets of best practice within the ...read more

505 views1 Upvote1 Comment

For those that don't use performance ratings, what do you ask managers and employees to document in your HR system? We're trying to find a balance between having the conversation be the focus, but also documenting to ensure conversations are occurring.

Gene JohnsonHR Manager at Commonwealth Bank of Australia in Bankinga year ago

On monthly / quarterly check ins calls to documents achievements and areas to develop and where support required. Focus on specific questions I.e what is going well? What can I do to support ? So more of a coaching type ...read more

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806 views3 Comments

What information or research do you have on the recommended percentage of high potential or top talent by role or level?

Talent Management & Performance Human Resources (HRIS)

Gene JohnsonHR Manager at Commonwealth Bank of Australia in Bankinga year ago

Hi, we are not yet focusing on % but focusing on the quality of the talent reviews. Your % will depend on the population you are measuring, do you target your full work force or only senior management? In my case my target ...read more

1 2 Replies

787 views3 Comments

How and when does your organization assess participants in an executive development program? Do you share individual assessment results with leadership? BACKGROUND: Our CEO wants HR to provide a talent assessment of each participant who recently completed an executive development program. While participants took pre and post-360s for development purposes, the survey was communicated as confidential, and we can only share aggregated results. Additionally, he is not interested in waiting 3 to 6 months for survey results from managers of participants. While he essentially seeking HR's assessment made from side-line observations, we are reluctant to do so as a valid form of talent evaluation. Any suggestions?

Training & Certification Talent Management & Performance

Gene JohnsonHR Manager at Commonwealth Bank of Australia in Bankinga year ago

In a variety of organisations, I have conducted assessments of exec development participants - usually pre-program, as a baseline to consider strengths and development needs. These have included assessment centre and psychometric ...read more

215 views1 Comment

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