Principles for Effective Layoffs
These days organizations seem more interested in limiting their financial and legal liability than they are with preserving the ongoing [...]
Thoughts on Pay Practices: Part 4 – Inequity is the Enemy of Engagement
Employees need to believe that they are comparably and fairly paid relative to others, both internally and externally. Luckily, employees [...]
Thoughts on Pay Practices: Part 3 – Performance Recognition
I used to be a great believer in linking performance appraisals with ‘performance pay’ – annual MBO type performance reviews [...]
Thoughts on Pay Practices: Part 2 – Towards Employee Engagement
The intrinsic motivators that drive employee engagement go waaay beyond ‘compensation’.
Thoughts on Pay Practices: Part 1 – ‘Compensation’
I am of the view ‘Compensation’ is a counter productive term. With effective job matching of employees’ talents and temperament with the duties and conditions of the job there can be high intrinsic value in almost any job, and engaged employees. So why 'compensate?
Performance Reviews Part 4: Summary
a formal performance review process is still critical to organization effectiveness, but maybe not for everyone, especially if pay is not linked to performance
Performance Reviews Part 3: Evaluating the CEO/ED
Performance reviews of the CEO by his/her chair, especially under 'Carver' governance rules, is often flawed in at least two ways: First, the performance of the ED often is undifferentiated from the performance of the agency as a whole. Second, the adequacy of the information upon which a judgment must be based.
Not Another Performance Review Part 2: 4 Steps to Effective Reviews
Despite the criticism of the annual performance review ritual, employees still want to know, on the record, where they stand. [...]
Not Another Performance Review, Part 1
For years, performance reviews have been criticized. There is a current movement in the literature decrying the annual performance review ritual as archaic and ineffective, irrelevant, and possibly even counterproductive . This despite the fact that employees frequently report in surveys that they lack adequate feedback on their performance and behaviour. And it's unfortunate. Because the annual performance review is a key event in the ongoing cycle of managing expectations. It comprises four components: ...