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Category Archives: Performance Appraisal
Don’t Use Performance Appraisals
I like to continue to push for some things that might not seem achievable to many. It is too easy to accept that things have to stay the way they are. Several of Dr. Deming’s list of Seven Deadly Management … Continue reading
Posted in Deming, Management, Performance Appraisal, Psychology, Respect
5 Comments
Performance Appraisals are Worse Than a Waste of Time
Appraisals are a waste of Time Most British workers will certainly leave their appraisal fired up and motivated, but only to look for a new job, new research from workplace and HR body Investors in People has concluded. Nearly half … Continue reading
Posted in Deming, Management, Performance Appraisal, Psychology, Respect
Tagged Deming, Performance Appraisal, respect for people, system thinking, UK
4 Comments
Getting and Keeping Great Employees
I am not convinced of the premise of The new war for talent: that there will be a great shortage of talent soon. But the article makes some interesting points. The Conference Board CEO Challenge of 2007 points out that … Continue reading
Posted in Management, Performance Appraisal, Respect
1 Comment
The Problem with Targets
Targets can seriously damage your health by Simon Caulkin Targets, claim their defenders, are simple, they provide focus, and they work. Yes, they do. Unfortunately, these are also their fatal flaws. The simplicity is a delusion. As Russ Ackoff put … Continue reading
Posted in Deming, Management, Performance Appraisal, Systems thinking
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CEO’s Given Lottery Sized Payouts
Comment on: Fun With Statistics, CEO Life Edition In the US, CEO’s tend to be fairly interchangeable these days and it is rare for their tenure to exceed five years. There are some notable exceptions such as chain-saw Al and … Continue reading
Posted in Deming, Management, Performance Appraisal, Systems thinking
2 Comments
Seven Fatal Flaws of Performance Measurement
The Seven Fatal Flaws of Performance Measurement by Joseph F. Castellano, Saul Young, and Harper A. Roehm Performance measurement systems are used to establish specific goals, align employee behavior, and increase accountability. Organizations often use these systems to set targets … Continue reading
Posted in Deming, Management, Performance Appraisal, Statistics, Systems thinking
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Hiring – Does College Matter?
Another essay by Paul Graham packed with great thoughts – this one on hiring, colleges, measuring performance of people, etc.. Practically everyone thinks that someone who went to MIT or Harvard or Stanford must be smart. Even people who hate … Continue reading
Posted in Data, Education, Management, Performance Appraisal, Psychology
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Google Exceeded Planned Spending on Personnel
Often people have trouble understanding Dr. Deming’s disapproval of arbitrary numerical targets. What he was trying to prevent is what many see every day, such as managing to quarterly earnings targets. There are several problems with numerical goals but in … Continue reading
Posted in Deming, Google, Investing, Management, Performance Appraisal, Psychology, quote
3 Comments
How to Get Ahead
Deep Thinkers Need Not Apply: How To Get Ahead In the Modern Business World [the broken link has been removed – when will sites be managed with the known wise practices from 1998 (web addresses need to live forever)?]: Fast … Continue reading
Posted in Career, Management, Performance Appraisal, Psychology
Tagged managing people, Psychology
Comments Off on How to Get Ahead
People are Our Most Important Asset
One of the beliefs I try and get the organizations I work for to adopt is to truly value excellent people. The costs are challenges of hiring great people, to me, makes it critical to do what you can to … Continue reading
Posted in Creativity, Deming, Management, Performance Appraisal, Psychology, Respect
Tagged coaching, Creativity, curiouscat, John Hunter, Management, managing people, Psychology, respect for people
9 Comments
