A bad hiring decision can cost a company more than 1.5 times the mis-hire's salary, depending on the level of the role. With the right assessment, businesses can avoid this cost. Read More
I am a manager who has created a situation of perceived favoritism among my staff. I hired a new employee who happens to be a friend. I made the mistake of putting forth a work-improvement suggestion made by the new employee. She and I have been suffering the backlash ever since. How do I go about repairing this fiasco?
—Oops, office manager, government, Long Beach, CaliforniaRead More
How do we get managers to attend training sessions that are expensive and feature well-known trainers? The general attitude seems to be that they are 'above' the training.
—Irked in Administration, Government, Kingston, Jamaica
Manager of talent management, Doosan Infracore Construction Equipment, Seoul, South KoreaRead More
What is the distinction, if any, between meritocracy and pay for performance?
Our organization is considering implementation of a multirater feedback 360-degree system. We are concerned about the change.
We fear that moving from a forced distribution system of performance management eventually would lead to all employees being rated as average performers. The differences in employee performance would be lost. Other than forced distribution, what methods could we use to measure performance?
Our president and owner recently hired his 20-something daughter to work in the firm doing clerical work. Although she has no experience in our field, she recently began threatening several employees with their jobs. How should I approach the daughter/owner about the situation?
I recently was put in charge of plantwide training for our manufacturing company. Internal training is critical for us. How do I develop a needs-analysis template or a general guideline to help supervisors/managers identify performance gaps?