When a small employer factors individual and company performance into its annual pay-raise policy, how is it best divided and measured? I would like to find a method that would be fair and consistent in lean/loss years as well as successful ones.
Managers sit down with their bosses to discuss how they're meeting their personal performance goals.Read More
How we can develop a career path for executives for the next 10 years?
We are changing our non-exempt job evaluation system from a traditional "point-factor" system to a market-based and "job slotting" approach. How do we ensure a successful transition?
What is best practice for performance metrics covering IT roles such as analyst-programmers? No one at my company really knows what they do, least of all their boss or their customer.
For companies like Ritz-Carlton and Bristol-Myers Squibb, judging quality in new employees is far more than just a gut feeling--it’s a process that begins before employees are even hired. Vice presidents from these two companies talk about how they turn softer measurements--such as whether customers are greeted in a friendly manner--into hard data, producing results that put them at the forefront of a trend.Read More
There's nothing new about the process itself. Law firms, college faculties and the military have operated under an "up or out" ethos for eons, and a number of companies, including PepsiCo, have used it for several decades.Read More
A lot depends on how fairly the system is developed, and how fair the people are who carry it out.Read More
How do I convince managers that doing performance appraisals is important?
In one author's opinion, an appraisal done in a question-and-answer format beats a ranking system hands down.Read More