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Terminology For Next Level Performance Management

Oxford Dictionary recently included “butt dial” into its entries, reminding us that language follows even the most trivial aspects of our collective progress. But while we’ve established a name for inadvertently calling someone with our bottoms, we haven’t seen much change in performance management verbiage. In fact, regardless of how old you are, you’ve probably had to use the same old phrases to describe your work … Continue reading Terminology For Next Level Performance Management

NLW Bits: Volume 1

Next Level Work Bits is a hand-picked selection of the latest and greatest content about performance management.   ~ Tech Crunch – Performance Evaluations In A Results-Focused Culture Measuring actual performance, particularly in white-collar work, can be challenging. It requires goal setting, quality evaluation, feedback and a lot of qualitative judgment. It’s fair to say that most founders … Continue reading NLW Bits: Volume 1

What Is The Number One Employee Motivator? Hint: It’s Not Money

Dr. Jason Fox, an expert in motivation strategy and design, offers a fresh perspective on what it takes to sustain high levels of effort toward innovation, improvement, and excellence at our work place. This video will show you what scholarly research and game design tell us about employee motivation: The video contains a lot of useful information – … Continue reading What Is The Number One Employee Motivator? Hint: It’s Not Money

How to Be in Charge of Your Job From the Start

You did the search, wrote the cover letters, aced the interviews, and now you are finally employed. You might be wondering, or trying to remember, what’s next. Prepare, young jobhopper! You’ve entered one of the most crucial periods of having a new job – the first 90 days. Here’s what to consider after you’ve been hired and before you … Continue reading How to Be in Charge of Your Job From the Start

Traditional Employee Ranking: Bad For Your Brain, Rejected by Millennials

There are many reasons why leading companies are reinventing the way they rank performance. When we get right down to it, however, one reason trumps them all – ratings trigger impulses in us that are anything but productive. In fact, they lead to “high levels of frustration, less willingness to take risks, and employees working against each … Continue reading Traditional Employee Ranking: Bad For Your Brain, Rejected by Millennials

A Tipping Point: General Electric Joins Leading Companies in Reimagining the Performance Review Process

A recent opinion piece in the Washington Post confirms that “big business” is slowly but surely getting rid of the traditional performance review.  Some of the bigger players – Accenture, Adobe, and Microsoft to name a few – are now joined by the corporate behemoth GE, signaling what the author of the article calls a “tipping point in the … Continue reading A Tipping Point: General Electric Joins Leading Companies in Reimagining the Performance Review Process

Forced Ranking and the Bell Curve: How Outdated HR Practices Undermine Employee Performance

According to the practice of “forced ranking,” in order to develop, a company has to identify its best and worst performers and then “nurture” the winners and rehabilitate/discard the “losers.”  While this concept makes sense, its implementation poses great risks, because many companies use the Bell Curve to plot, and ultimately reward, employee performance. The Bell … Continue reading Forced Ranking and the Bell Curve: How Outdated HR Practices Undermine Employee Performance

Basic Problems with Traditional Performance Reviews

A recent article published in the Atlantic summarizes our collective disdain for annual performance reviews: It’s bad enough that annual evaluations are outdated. It’s problematic that they’re susceptible to a plague of biases. It’s worse that they tend to be pathetic motivators. But the coup de grace is that they’re not even good at identifying the … Continue reading Basic Problems with Traditional Performance Reviews

Three Fundamental Truths About Traditional Performance Reviews

Prolific entrepreneur Elon Musk often gives the following advice: …it’s important to reason from first principles rather than analogy….First Principles is a physics way of looking at the world. What that really means is, you boil things down to the most fundamental truths, what we are sure is true, and then reason up from there…. … Continue reading Three Fundamental Truths About Traditional Performance Reviews

How Three of the World’s Top Companies Evaluate Employee Performance

If you’ve ever been employed, chances are you’ve had to deal with the enigma of the annual performance review. This half-century old (yes, it’s that old) evaluation process continues to dominate the way we view employee relations all around the world. If you don’t see any benefit from annual reviews, you are not alone. A … Continue reading How Three of the World’s Top Companies Evaluate Employee Performance