Why the performance appraisal is a joke
Research from Wharton that will blow your mind on the notion of “good employees” vs. “bad employees.” Continue Reading
Performance Reviews
What if we let employees design their own jobs?
Let’s start with these points, OK? The hiring process isn’t the most amazing thing at most companies Job descriptions are often not fully indicative of what the person will actually do A lot of people exist at work and don’t… Continue Reading
Managers manage team energy, not team performance
This post will probably be fairly short — I haven’t blogged in a few days due to a couple of different reasons, and mostly I wanted to dip my toe back in the water — and it’s probably somewhat similar… Continue Reading
Kill performance reviews = develop employees faster
I just had my first performance review in about seven years (I’ve only worked at this job for about 14 months). I ain’t gonna go and blog about it because I guess it’s proprietary / ain’t my story to tell… Continue Reading
Start by trying to understand what your salary represents
Lest you think I’m going to arrive here throwing turds and/or grenades at corporate pay structures, let’s start by covering off on one thing: I actually took a graduate-level compensation class in, well, graduate school … and I got an… Continue Reading
360 degree feedback = concentration camp
When I was doing the whole UMN HRIR thing — which kind of broadly regressed my life in some ways — one of the major companies that came to speak to us was Anheuser-Busch. I love beer, and St. Louis… Continue Reading
55% of people think performance management is effective. Wait, it’s that high?
I’ve written about the whole idea of performance management probably a half-dozen times, so I won’t belabor the concept/idea that much here. (If you want to read one of my earlier posts on it, here you go.) I think the… Continue Reading
The most powerful statement in business is …
“I have a chance to see my strengths every day.” Now let me explain why.