Posts in the "Performance Management" Category

  • Did you read the article in the New York Times about the jailor who made a fortune by letting his prisoners go hungry? Apparently in Alabama, there was a law allowing sheriffs to pocket any money left over after they’ve paid for prisoners’ meals. Over a few years, he’d pocketed almost a quarter million dollars. […]

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  • I just ran across some great perspectives on the word, “mediocre.” It’s such a timely word to look at, since one of the biggest issues many leaders struggle with is workers who are content to be just “OK”…nothing more, nothing less. Why is it so hard to motivate some folks to go beyond the minimum […]

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  • An article in the Cleveland Plain-Dealer aptly titled, “A’s and B’s for Everyone”, just goes to show how important it is to clearly define performance expectations, measurement methods and rating scales in performance management systems. It also shows what goes awry when you don’t get clear. The article quotes surveys in which Americans rate themselves […]

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  • How would you describe the “inner workings” of your organization or team? Commenting on the Scooter Libby trial and guilty verdict, a USA Today reporter observes: “…the trial offered a rare glimpse into the inner workings of the White House.It showed Cheney’s eagerness to discredit a war critic, the Bush administration’s policies on talking to […]

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  • All of us have been in these situations before: – Everyone talks about ideas in a weekly meeting…and by the next week it’s apparent that nothing has happened. – Something goes wrong on a project… and there is a chain of emails about who was to blame and what they should have done. – A […]

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  • Can an organization be too focused on accountability? Too much of a good thing is always bad. Below are some examples of accountability run amuck and its unintended negative consequences. See if your organization suffers any of these symptoms. The “Ask for Forgiveness Later Syndrome” Are there people in your organization who seem to think […]

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  • Some people “get” competencies and behaviors right away and love them. If you’re charged with implementing competencies in an organization full of these people, lucky you. Your job is easy. In most organizations, however, there’s a contingent of people who don’t “get” – or don’t want to get – the whole idea of using competencies. […]

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  • In many sales organizations, performance management sounds something like this: “Are you going to make your number?”“How many did you sell?”“You need to get in front of five customers a day.”“You did great this year. That’s why I know I can count on you for an additional 10% next year.”By nature sales organizations are revenue […]

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