Get Rid of Performance Appraisals – Appraisal as a Rating Device Problem
Hi guys, the objective of this post is to discuss the utility of Performance Appraisals as a Rating Device. I will use four other blogs posts to justify how problematic is the use of Performance...
View ArticlePerformance Appraisals – Rating the person or the system?
One of the components of performance appraisals is the rating part. People are usually rated based on how well they performed their tasks. Companies usually forget the fact that in order for a person...
View ArticleProviding Feedback – Awesome excuse to impose Performance Appraisals
Hi guys, some of you that follows my work knows that I love to write about Performance Appraisals. Specially now at this time of the year where everyone in companies are talking about Performance...
View ArticleRewards are a great way to Punish people
Alfie Kohn, in his book Punished by Rewards, explains to us that rewards and punishments are two sides of the same coin; they are not opposites at all, and in fact have a strong kinship between them....
View ArticleHow monetary rewards destroy your Minimum Viable Product
Goals and objectives People that follow my work know how passionate I am about topics such as performance appraisals, along with the myriad goals and objectives attached to the performance of a person....
View ArticleSMART objectives are DUMB objectives!!!
Smart Objectives Some weeks ago, I spent a full day in a workshop where I was forced to define SMART objectives for a big program. Now, being a survivor of the aforementioned practice, I can affirm...
View ArticleAccountability? No sense
Accountability? No sense Hi guys, in this post I want to get your help to understand why 99% of our management does not have any clue how companies or people work. Some time ago I worked for a company...
View ArticleOrganisational structure: Matrix Organisation harms your company
Organisational structure is something extremely important for the success of a company. In this post I will explain how Matrix organisations hurt companies. The post Organisational structure: Matrix...
View ArticleCross functional team is not enough
Cross functional team In my previous blog post, I explained how cross-functional teams are not enough to create high performing organisations. Cross-functional teams are mandatory, but not a guarantee...
View ArticleCross Functional Teams with agile managers
Cross Functional Teams with typical managers might hurt and destroy teams and companies. The solution is to train managers to become agile managers The post Cross Functional Teams with agile managers...
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