Group items tagged

As I read this I was drawn to section on cognitive constructs. I found it very interesting and the openness of which the author references the need for future research makes me wonder if we are getting closer to understanding the cognitive sciences or just beginning to grasp how big this issue could be.

Should we or shouldn't we? 

I found this to be a thought provoking article which seems to perfectly illustrate everything that can go bad with a performance review. I liked the practical approach to encourage open relationship which can provide the honest feedback we each need to address our self-improvement barriers.

"Don't scrap it, Fix it!"

Good article. I found many of these same alternatives in other reference material. And the author is correct on how many annual reviews become less productive than the daily interaction. We practice month one-on-ones at Amazon and often those feel like scripted messes instead of productive interactions, I find more practical advise in review the days problems like we had to after Saturday and the programming issue which impeded my workers for 45 minutes until an engineer could reset the robotic delivery field. Anyway, I agree that major changes need to happen before performance reviews become anywhere near as constructive as the type of conversation I had with my boss yesterday.

Interesting info on the Do's and Don'ts as the title of this article indicates.  Sometimes just need the reminder.   Kind of interesting how we (all businesses, organizations and agencies) seem to understand how bad these things are but just keep doing them (wrong) anyway

I found the pay for performance interesting as often time an employee needs to meet certain "basic" expectations in a review to get a raise. If they don't get the review they want and are in a union then it can be grieved. I wonder if this is why most managers of union employees don't bother to give accurate reviews because it creates more paper work and documentation of a job they don't want to do anyway (performance reviews)

The pay for performance seems to the norm in the past three organizations I have worked for. The mistake pointed out in this part is accurate, small difference in percentages between performers only goes to promote an imbalance between team members.

Found this article interesting. I especially liked the "look for talent in unlikely places" and to coincide with my post this week the "publicize referral incentives".

By now, we've all heard about how employers scope out the Tweets and Facebook profiles of job seekers to winnow down the field of applicants. But job seekers may be surprised to hear just how many recruiters now use social media throughout the hiring process.

Ah, the joys of social media! It truly does expand the meaning that "big brother" is watching. I've found myself pulling back on Facebook posts by trying to stick to only positive things. LinkedIn, I feel I need a to hire a PR rep to make sure everything is in order there. Twitter, I'm not a fan of it period. But from the sounds of the article, I better learn to like and use it. Thanks for the link to the article, very good information.

I always enjoy this dynamic. It is a double edged sword and not every organization should want the use of social media in their candidates. I have conducted surveillance in law enforcement, research on teachers while working in the education field, and pre-screened inbound young Officers in the military. Its important to see what you are getting. It has become suspicious if someone doesn't have a linked in account. If a person has too many accomplishments on their linked in account however while simultaneously not having an active personal social media account as senior management I find it suspicious. We are all aware that if you want to know who a person truly is, the last place to look is linked in.