When to Stop Investing in Poor Performers
Investing in people to develop and become better performers is important — as long as you are getting a good return on the investment. But
performance management
Tag: performance management
10 Ways to Eliminate Mediocrity in Your Organization
An organization that accepts mediocrity is a haven for under performers, and very frustrating for high performers. Here are ten ideas I found in my
What to do About Individual Performance Problems
I am often asked to look at people in key positions who are not performing at the level expected. Often, management already has in mind
When Poor Performance is Caused by the Boss
When analyzing a performance problem, I’ve found it often pays to look at the supervisor or manager and how they manage their people. Examples: Micromanaging
Weak Company Performance and Great Employee Reviews
My most successful clients are very good at aligning individual goals with strategic intent so that everybody is actively working to achieve the company’s strategy
The Key to Improving Performance
Imagine you’re in the passing lane of highway. There are several cars in a line just ahead of you so you cannot go any faster,
Why have performance reviews?
Recently, there’s been a lot written about how bad performance reviews are. I agree. In fact, the traditional performance review is perfectly designed to deflate
Why managers need to get beyond criticism
I believe that criticism is one of the lowest level skills–because anyone can do it. And criticism has little value for a supervisor or manager
Goal-Setting for Growth
When I was a kid we would play ‘horse’ with a basketball. One strategy was to take shots we knew we could make (“lay-ups”)and to
How Management Ideas Get Bastardized
Microsoft jettisoned its version of “rank and yank” last week; a practice of forced rankings that resulted in internal power struggles and unhealthy competition. Leave
Why Your Performance Reviews REDUCE Performance
One doesn’t drive a car by looking in the rearview mirror, so why do that with performance reviews? When a manager emphasizes mistakes, shortfall, weaknesses,
Why Leaders Can't Be Honest and Candid
Candid, honest feedback about performance is all too rare in most organizations. The reluctance to talk to a subordinate about poor performance, the ‘grade inflation’
Why you don't want happy employees
A happy worker is not necessarily a productive worker. Here’s why.
The biggest downsizing mistake.
If you don’t come out of this recession with a much more valuable workforce, you’ve missed an exceptional opportunity.
Merit Pay Satisfies No One – and Upsets Many
Merit increases does not improve individual or organizational performance.