Leading Blog
MARCH 22, 2017
“Our best employees are problem solvers and are able to weave everything they know together—customer service, empathy, persuasive skills, leadership skills, flexibility, and work ethic,” Marie Artim of Enterprise told me. They can think on their feet.”
Women on Business
JANUARY 5, 2011
Let’s look at the situation of a salary negotiation or performance review. 8 Tips to Prepare for Your Performance Review A performance review is a great opportunity to showcase your. Women are much more likely than men to take a “no” as a personal rejection and final answer.
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Women on Business
JANUARY 4, 2011
The study was conducted by administering a standard psychological test that measures the tendency to feel guilt to 150 workers at a Fortune 500 firm and compared the results with their performance reviews. The link between guilt and performance is clearly there. The findings? Translation: Guilt is good!!
Great Leadership By Dan
SEPTEMBER 12, 2013
Managers feel that their millennial employees have unrealistic salary/compensation expectations (51%), a poor work ethic (47%), and are easily distracted (46%). Many organizations don''t offer an annual performance review and most don''t even offer a quarterly one, based on our new research. Give them constant feedback.
Harvard Business Review
JANUARY 18, 2012
Instead of formal performance reviews, he regularly engaged in short conversations, focusing on key initiatives. He also forced partners and distributors to commit in writing to uphold IBM's strict ethical standards. Palmisano once said, "The CEO is not the brand! He's personable, but blunt. It is not about you.
Jesse Lyn Stoner Blog
MARCH 4, 2013
Wally Bock of Three Star Leadership Blog points out “there should be no surprises at annual performance review time.” In Performance Reviews Made Effective , Wally offers sound advice that will not only make them more effective, but also helpful instead of painful.
Building Personal Strength
FEBRUARY 24, 2011
This turns out to be harder than learning a brand new skill. When you try to improve the way a person performs a people skill, the new pattern has to compete with the old, comfortable pattern that’s causing the problems. The problem is, they learned them “on the street.” In most cases, the way they behave now causes problems.
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