His elves may be the most depended-on workers in the world. But how does Santa Claus keep track of them all to achieve maximum productivity? If he’s … Read more
Managers As Coaches Is No Longer Optional
These days we keep hearing about the disengaged workforce and the struggle to retain talent. Coupled with that, millennials are a growing segment of … Read more
Incentive Systems Won’t Substitute For Good Management
For two decades I designed compensation and performance management systems for large and medium companies. I always had this nagging thought that after two … Read more
Personality Tests Can Help Managers Personalize Their Approach
Technology’s last frontier has long been understanding the nuances of human behavior, intelligence and personality traits. While we strive to improve … Read more
How Keeping Notes Makes Performance Conversations More Effective
Successful teams are made up of individuals with unique ambitions, strengths, and personalities. The secret to being a great leader is the ability to … Read more
The Importance of Resilience
Note: This article is part of an occasional series dedicated to exploring the contribution of human capital assets (people!) to the valuation of a … Read more
The U.K.’s Bradford Factor: A Tool for Monitoring Unplanned Absences
The “Bradford factor” describes the use of a special formula that calculates a score for each individual employee based on the amount of absences they have … Read more
Get Better Ideas, Higher Engagement and Even Improve Your Managers By Encouraging 2-Way Feedback
Every successful relationship works via a careful process of give and take. We need to learn how to express ourselves, our ideas, and our interests. … Read more
Here’s Your Guide to Holding Effective One-on-Ones
Editor’s Note: It’s an annual tradition for TLNT to count down the most popular posts of the previous 12 months. We’re reposting each of the top 30 … Read more
HR 101: What to Do When Performance Goes Bad
It’s time to pull your head out of the sand; you need to deal with poor performers! Sometimes it is uncomfortable to deal with things you would rather … Read more
Are You Ready For Feedback That’s Radically Transparent?
Here’s an actual email sent to Ray Dalio, the founder of Bridgewater Associates, by an employee named Jim Haskel: Ray – You deserve a “D-” for … Read more
10 Commandments for Performance Discussions
I invested 38 years in the corporate world and my experience spanned a myriad of departments – to include human resources where I oversaw our leadership … Read more
Why It’s A Mistake To Think Managers Are Effective Coaches
In 2015, Joseph R. Weintraub and James M. Hunt argued in the Harvard Business Review that there were two types of managers: those who coach and those who … Read more
Here’s How to Evaluate Manager Effectiveness
As global markets push businesses to become more agile and responsive, it’s tempting to predict that management roles will virtually disappear from … Read more
Great Managers Coach By Holding Up A Mirror
It’s no secret that the feedback we share with others fails to bring about positive and lasting change. By some estimates, people ignore our feedback … Read more
Don’t Confuse KPIs and Analytics
Some companies tell me about their plans for people analytics and soon it becomes apparent that their mandate is something different: they’ve been asked to … Read more
How to Give Negative Feedback In a Positive Way
Often I’ll have managers express reluctance to give performance improvement feedback to an employee who is either a great performer in general or an … Read more
What to Do When You Need to Ignore Your Pay Survey
Data, data, data. We live, love and dream about data here at PayScale, and big data is driving business and pay decisions across industries and functions. … Read more
It Takes An ‘Awakening’ Before a Feedback Culture Can Flourish
Implementing a culture of feedback from scratch at a company is no simple task, especially if it hasn’t historically been a part of the … Read more
Firing a Toxic Leader Is Only the First Step to the Cure
Toxic leaders are narcissistic, abusive, single-mindedly self-promoting, inconsistent, and authoritarian. Their leadership styles are devoted to advancing … Read more