Clicky

Performance Management Archives - Page 3 of 9 - Ideas for Leaders

Meritocracy at Work: Well-Intention Systems Can Cause the Reverse

Many companies make an effort to promote and compensate their employees based on performance rather than, as in the past, seniority. Specifically, companies will implement merit-based routines and written policies and performance management systems, all with the goal of ensuring that the most effective and successful employees and managers are compensated based on their performance. […]

Read More… from Meritocracy at Work: Well-Intention Systems Can Cause the Reverse

Motivation Profiles: Pay and Reward Vs Fulfilling Work

Self-determination theory describes four types of motivation, moving on a spectrum from other-directed to self-directed. External motivation is at the other-directed end of the spectrum. Motivation is based on what others can give you (e.g. money, promotions, stock options and even praise) or what others can take away (e.g. demotion, termination). Introjected motivation is more […]

Read More… from Motivation Profiles: Pay and Reward Vs Fulfilling Work

Sleep Deprivation Hurts Performance As Much As Too Much to Drink

Intuitively, it’s well known that sleep deprivation will impact your ability to react and think clearly. However, the true impact of sleep deprivation on the ability of employees to function can be difficult to measure. A breakthrough sleep deprivation test conducted by two researchers used alcohol consumption as a benchmark to measure the impact of […]

Read More… from Sleep Deprivation Hurts Performance As Much As Too Much to Drink

Why Equity-Based Incentives Work Below the C-Suite

Equity-based incentives, such as restricted stock grants or options, are common for C-suite corporate executives. This is not surprising as they have corporate-level responsibilities. For business-unit managers in decentralized corporations, however, the practice has been less common. The preference in the past was for business unit-level incentives — that is, compensation tied to business unit-level […]

Read More… from Why Equity-Based Incentives Work Below the C-Suite

The Overlooked Productivity Costs of Collaboration

Collaboration, either formal or discretionary (informally approaching others for guidance, information or assistance), is considered a virtue in today’s workplace. The advantages of collaboration are many, ranging from creativity and knowledge sharing, to teamwork, employee engagement and improved long-term results. However, an in-depth study of the interaction of physicians and health care personnel in one […]

Read More… from The Overlooked Productivity Costs of Collaboration

Transformational Leadership Extra Effective When Employees Have High Self-Esteem

The core self-evaluation (CSE) assessment is an attempt to reconcile the variety of personality types assessments (e.g. Myers-Briggs) available. The CSE looks at four personality traits: self-esteem, generalized self-efficacy, locus of control (how much one feels in control of one’s life), and neuroticism (anxiety). People with high CSE see themselves as self-worthy, self-potent, in control […]

Read More… from Transformational Leadership Extra Effective When Employees Have High Self-Esteem