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Around 12 years ago I wrote an article that takes a look at four different types of performers and their impact on the morale of others. This concept of stars, keepers, deadwood and viruses still resonates today. Why? Because many managers, public or private, unionized or not, would rather take the path of least resistance. …
Continue reading “Who Are The REAL Stars In Your Organization?”
There is a long-standing belief in the business world that people performance follows a basic bell curve; a few are ‘outstanding’ and some are just ‘deadwood, but the majority are simply average. At one point, approximately 60% of the Fortune 500 were reportedly using some form of ‘rank and yank’. No matter where you go, …
Recently I was having a conversation about the issues associated with putting in place a performance management process that is meaningful for both the company and employees. During the discussion, the issue of how to allocate bonuses based on the results of the performance review reared its ugly head. That led to a discussion on …
Continue reading “Performance and Pay: Money Doesn’t Buy Happiness (Or Results)”
There is currently a flood of white papers and how-to manuals available on the Internet (many for free) on how to create a successful ‘agile performance management’ process. One problem is that the externally designed or off-the-shelf agile performance management systems will not work for you. In fact, if you are following an existing pre-formed …
Continue reading “Stop: Before You Change Your Performance Management, Think!”
Part II: 8 Keys to Getting it Right Some consulting firms claim there are ‘best practices’ for creating an agile performance management process. At best, there are some similar activities. No company does everything exactly the same. What some call “disruptions” of the old performance management paradigm, I call “common sense.” Here’s a list of …
Continue reading “Stop and Think Before You Change Your Performance Management Program! (Part 2)”
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