Performance reviews can be a source of frustration for many in the business world.
If you’re a part of the group of people bogged down by a dysfunctional review process, take comfort. This is a great time for a fresh start.
Unfortunately, if you are looking for advice, you may be in for a shock. Every day on the Internet, for each article written with ideas for solutions, there are another five dedicated to the problem itself. Read more…
With states legalizing marijuana, medicinally or recreationally, there are bound to be new challenges in the workplace with this upcoming change. Please join Larry Perlman and John Litchfield as they discuss what to expect, including:
- Challenges to be expected in the near future in the workplace;
- How best to handle these challenges, both effectively and professionally;
- And so much more!
Register today because this webinar is best experienced while in attendance to really appreciate the full value it has to offer.
Date/Time of Webinar: Dec. 10, 2014 at 2 pm Eastern/11 am Pacific
Registration Link: https://cc.readytalk.com/r/y3wfnzp3i5fv&eom
Can’t attend? No problem! Register and you will have access to the recording to watch at a more convenient time!
When you hear words like “grit,” “determination” and “self-control,” what emotion does that conjure up in you? I’d be willing to guess that emotion wouldn’t be “positivity.”
And yet, the Positive Psychology Center at the University of Pennsylvania is where MacArthur Foundation “genius” award winner Angela Lee Duckworth leads the research into how just those attributes of “grit” translate into greater success than talent or IQ. Read more…
Meetings get a bad rap and the arguments against them are well known:
- They get in the way of productive work;
- Too much of meetings are spent recapping previous meetings;
- They often don’t produce a decisive way forward.
For these reasons and many more, people avoid setting meetings like the plague, and regularly scheduled meetings can fall by the wayside. Read more…
Why do so many managers continue to accept mediocre, second-rate results?
Hundreds of research studies have quantified the difference between having an “A” player versus a “C” player in a job, any job.
Every one of them concludes the difference in productivity and the impact on the bottom line is anywhere from 20 percent to over 1000 percent greater return when you compare the best, most productive employees to those who are average. Read more…
So, performance reviews aren’t enough?
Performance reviews are slow feedback, as they only occur once a year. Most employees do not want to wait 51 weeks to hear how they need to improve.
More than 65 percent of all employees said that the feedback they received in their annual performance review contained “surprises” not mentioned by their manager before the review. Unsurprisingly, employees become very upset when this happens, and it can be a factor in higher turnover. Read more…
It’s pretty much the norm that about 10 percent of your employees will always fall into the “underperformers” camp.
If you are tired of the headaches they routinely cause, here are the only two ways you can permanently remedy the situation:
1. Increase accountability while simultaneously reducing your tolerance level. Specifically, make everyone accountable for their own performance, starting with you. You are the one who hired the underperformer and you are the one letting it slide. Read more…
It seems every week some HR blog says employees hate performance evaluation and we should get rid of performance reviews.
I agree that many performance management processes are in dire need of improvement. But as I’ve discussed before, recommendations to eliminate performance evaluations are naïve and misguided.
These recommendations are naïve because if a company pays some people more than others then it evaluates performance, even if it says it doesn’t. Companies that claim to be eliminating performance evaluations are usually just hiding the evaluation process from employees. Read more…
Editor’s Note: Readers frequently ask about past TLNT articles. That’s why we republish a Classic TLNT post every Friday.
HR ladies secretly love to write performance improvement plans.
Let’s face it — performance problems are exciting. No matter how it ends, HR looks like it is making an impact on the company. And you get to use your lawyer voice!
(Why the hell did I earn my SPHR if I can’t play lawyer?) Read more…
I recently wrote an article explaining that performance management is difficult because it involves evaluating employees based on their relative contributions to the company while also engaging and encouraging employees to improve their performance.
This can create a dilemma since methods that accurately evaluate employee performance often decrease employee engagement, and methods that emphasize employee development often provide little value for identifying high performers.
So how do we solve this? Read more…