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In the old days, employees and their immediate supervisors would have a formal meeting once a year to talk about their past performance and set goals for the future. In today’s fast-paced, rapidly changing environment, spurred by technology advancements, global competition, and changing consumer demands, that annual process seems woefully inadequate to ensure high performance.
Conventional wisdom says, when you realize you’ve made a mistake, cut your losses and move on.
One of the most noteworthy statistics in a recent survey is that 29 percent of C-level executives and vice presidents say it’s “usually a surprise” when an employee resigns. That’s a large percentage of leaders who are missing the signs.
In part one of this article, we heard from Karina Young, People Operations Manager at Khan Academy, on the topic of finding a good balance within performance management programs. Today, we’ll hear more from her concerning helping managers become better, getting the help you need, and starting performance management on day one.
It’s easy to blame employees for their underperformance, especially when their managers are doing the same. The truth, though, is that sometimes it’s the managers themselves who are at the root of the problems.
There’s good news and bad news … which do you want first?
Maybe you’ve started to notice it at local businesses you frequent. The cashier at the supermarket looks unkempt. The new receptionist at the salon has no customer service skills. You thank the waiter for bringing the check, but he doesn’t thank you.
A new survey conducted by Willis Towers Watson, a leading global advisory, broking, and solutions company, finds salary increases are expected to remain basically flat next year, at 3 percent.
In recent years, there has been a movement toward flatter organizations. The shift, aimed at greater equality, is based on the idea that each person understands his or her responsibilities and will act accordingly.
There has been a great deal of debate in recent years about eliminating the performance appraisal, as well as confusion about what steps various companies have already taken.