When Your Boss Just Isn't Cutting It
It’s hard enough finding the courage to confront a colleague or subordinate about their tendency to arrive late to meetings, steal credit from you or interrupt while you’re talking. But what if that annoying colleague happens to be your boss?
There are two ways, as I see it, of conducting a good talent review. The 9-box (measuring Performance and Potential) and the 4-box, measuring just Performance. My personal preference is the Employee Performance Continuum (the 4-box), which you can dowload in a paper-based version with instructions. I prefer it because it's a visually-based talent assessment tool. And since the brain has more orbital capability, thinking in pictures requires less effort.
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A simple experiment to determine if your talent management processes are doing what they should:
Randomly select an appropriate sample size of your people- managers. Have the selected managers and all of their employees do the following Matching Questions Excercise:
talent management metrics,
performance management metrics,
performance management best practices,
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We’re excited to have Sean Conrad, a Certified Human Capital Strategist and Senior Product Analyst at Halogen Software, provide some insight on employee motivation.
1. The reason or reasons one has for acting or behaving in a particular way
-escape can be a strong motivation for travel
2. The general desire or willingness of someone to do something
- keep staff up to date and maintain interest and motivation
Feedback as a motivator
I think we pretty much know that most people dislike performance reviews: HR hates enforcing the process and chasing down the chronic offenders who never seem to make reviews a priority (65% + or – of your managers). Managers hate writing and delivering them. The majority of employees can’t say that they experience the performance review as a helpful developmental process. You may be aware of a movement around getting rid of the performance review all together: the 1950’s have called and they want their Performance Review Process back asap!
Gen Y and Performance Review,
Gen Y and Talent Management,
Gen Y and Performance Management,
Gen Y and Performance Feedback
The Boston Business Journal honored the 75 best places to work in Boston. The event named the top companies across three categories – large, medium and small businesses. The midsize business winner for the second year in a row was HubSpot which also happens to be the vendor we use for our web platform. Check out the video above, featuring some of the Hubspot staff (aka as HubSpotters) and you can easily see how much fun employees have working at this unique 200 person company. Hmmmm, how do we get employees to voluntarily sing and rap about their employer's products and services?
And do Something About it...
As the primary mechanism for delivering feedback, the annual performance review leaves much to be desired. I don’t know that reviews will ever be dumped, but I do know that managers, employees, leadership and HR don’t put a lot of stock in them.
asking for feedback,
bad performance review
I expect that most of you reading this will have had a similar experience: