Tag Archives | performance management

health

Are Your Co-Workers Good For Your Health?

Co-workers can be good for your health. A 2011 research study from Tel Aviv University suggests having nice co-workers improves employee health. The researchers closely monitored 800 adults over twenty years, repeatedly interviewing them on a wide range of topics from the conditions in their workplace, the behavior of their bosses, and the niceness of…

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Tabulating Taboos

What percentage of people wash their hands after going to the restroom? This is a difficult question to answer accurately. Surveys are unreliable because people are not likely to be truthful about behavior that is considered socially unacceptable. Surveys under-report the true percentage. Even if it is difficult, estimating the percentage of people who engage…

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Quick Guide to Performance Management

After many years as a performance management enthusiast, I sometimes forget how much confusion there still is around the topic. Since I’m a big believer that standardized language helps reduce confusion, I’ve decided to summarize some of my deeply held beliefs on performance management: An objective describes what you want to accomplish. For example, ‘win…

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The Solitude of Leadership

In an article entire Solitude and Leadership, William Deresiewicz delivered this stinging indictment on the state of leadership in America: Why is it so often that the best people are stuck in the middle and the people who are running things—the leaders—are the mediocrities? Because excellence isn’t usually what gets you up the greasy pole….

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Speedlinking June 2010

Speedlinking on culture… Michael Hyatt tackles the unanswerable question “Which is most important to your organization—mission, core values or vision?” using the metaphor of an orange. You can distinguish [an orange’s] shape, its color, its size, and its smell and taste. However, you can’t do away with any of these attributes and still have an…

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Culture eats strategy for breakfast

A little more than six months ago, I took a new role with a group that was described as in need of a “turn-around” and an “updated strategy and direction”. I was urged to introduce a new mission/vision, strategic objectives, and revised key performance indicators. Given my performance management background, this seemed like a reasonable…

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