This episode, SVP of People at Mach49 Kim Chaumillon talks about why she is skeptical of HR, the negative impacts of annual performance reviews, and how to utilize surveys to support data and analytics.

Kim Chaumillon has worked in HR for over 2 decades and is now the SVP of People at Mach49. Kim is recognized as a successful HR leader that is pragmatic and execution-oriented, with an ability to build and lead a motivated and high-performing global HR organization. Here are a few of the topics we’ll discuss on this episode of People Analytics:

• Where HR skepticism comes from.
• What the deconstruction of HR looks like.
• Why there’s a pushback to changing the way people work.
• The extra challenges women have in the workplace.
• How to bring more women into work.
• What the ‘school hours workforce’ includes.
• How analytics supports the deconstruction of work norms.
• The benefits and drawbacks of working at a startup.
• The negatives of annual performance reviews.
• How to utilize surveys to support data and analytics.

Resources:

• Mach49
• Dr. Ellen Joan Nelson
• Predictions for 2023: Redefining Work, The Workforce, And HR
• Collabworks
• HumanCentric Labs
• Lead the Work: Navigating a World Beyond Employment
• ChatGPT
• Trimble
• StaffGeek

Connect with Kim Chaumillon:

• LinkedIn
• kim.chamillon@mach49.com">Email

Connect with the host:

• Lindsay Patton on LinkedIn
• Lindsay Patton by Email

Quotables

• 8:32 - “They don’t realize why the current industrial revolution model was put in place which was at a time when inputs largely equaled outputs so if you wanted to increase output you just increased more hours into a factory or whatever it wasn’t necessarily knowledge work and it was a mechanism to deliver predictable returns, so if we could standardize jobs if we could clearly clarify the work that was meant to be done, the workers could do the work and management would have a predictable outcome.”
• 9:35 - “In order for me as a leader to feel comfortable that the work’s getting done I need to see the workers doing the work and I do believe some of this rush back to the office in the name of culture and collaboration is really just leaders don’t have the tools to understand what's going on in their organization, there’s a lack of trust and quite frankly they might not like that their Zoom square is the same size as everybody else's.”
• 13:10 - “The idea of school hours is basically a 9-3 type of job so a work schedule that allows people to drop kids off and pick them back up and have that be the nature of the job so it’s basically a 9-3, call it 5 or 6 hours a day if we could have somebody productively employed for 25 to 30 hours a week there’s work that needs to be done we just have to think differently about how we structure the work.”