The following is a multi-part series of micro-blogs, guest authored by Annemarie Verwaaijen, MSc, MBA, Vice President, Global Head of Pay Services for S&P Global, and a member of the 3Sixty Insights Executive Counsel.
How to Build the Table You Deserve to Sit At
How do we build our own table? After my first post, many people messaged me about how to start building their tables.
Talking to some of my peers, we will focus on this more in the coming weeks with blogs, podcasts, presentations, etc. But I will start posting something weekly as well. There is no one-size-fits-all, but the intent is to give you some ideas, tips, and tricks that will help you along the way.
How to start?
My approach is always to start somewhere and make sure you walk before you can run.
Depending on your payroll landscape, e.g., maybe you run everything in-house, you might have 40+ different payroll vendors and no central database, your team is new, and you are still learning how to work together, etc.
You should start with what you believe is most relevant for your leadership.
My journey made me realize transparency is key. For the employee, it is not relevant who makes the mistake; rather, it’s about solving the issue and preventing it with a root cause analysis and accountability.
It is critical to always represent your data based on the facts, not by hiding details.
- Talk to different leaders and ask them, if I would present you with a payroll metrics dashboard, what would you like/expect to see?
- Talk to your team, as it is also a tool for them. What would they want to see?
- What do you think is good information for them? What do your team leads need?
- Reach out to your network and ask what they have in place; there is no need to reinvent the wheel if somebody can help you create a plan.
- Talk to your payroll vendor(s) and see what they already have available that could potentially give you a head start.
- We defined what a defect is and asked the payroll teams to capture these using a platform such as ServiceNow (added some fields that help us identify) and vendor data
- Our categories include (not limited to payroll, vendor, employee, integration/technology, business partners, and others)
- Report on the number of pay slips and employees and calculate the defect percentage based on those items.
- After two months, we added pre-defect (what is caught and corrected prior to the employee being paid, so what is causing rework to avoid a defect)
- The beginning is difficult as people might be scared to share their mistakes, but this is about improving as a team, not blaming somebody for an error.
- Never blame your team for misses or mistakes when starting this journey. We all need to deal with change, and not everybody is dealing with change the same way.
- Once you have a few months of data, holding people accountable is okay, but it is still early days.
This was our starting point – yours may be different. Regardless, be consistent, be transparent, and realize this is a marathon, not a sprint. Build as you learn and develop. But, if you wait till it is perfect, you likely will never start.
Stay tuned for part 3, as I will dive deeper into the subject and share my journey. I’d also love to connect and hear your story and how you are building your table.