Most of us have recently finished annual salary reviews and are now busy working on our KPIs. I am guessing about half of your organisations are taking a look at your performance management and pay for performance practices. I hope the following thoughts are therefore timely and helpful. Let’s start with the word “performance”. This term … More Pay for Performance is Good but Not Enough
If an organization has a vision, a mission, a strategy and a business plan, then the 1st priority of all those employed is to help fulfill these. The leaders’ role (as many leaders as there may be) is to keep everyone—including the growing number of part-timers, FTCs (fixed term contracts), vendors and partners—moving in the … More It’s about management, not performance management
So much talk about performance management and doing away with ratings. When cars were invented, they were called “horseless carriages” because the absence of horses was so shocking at the time. Wifi was first called “wireless LAN” since LAN cables were no longer needed. Telephones were called telephones until wireless phones appeared, which were called cordless or wireless … More Horseless Carriages are “Cars.” Ratingless Performance Management is now…
It’s late March, and every C&B manager is performing their sacred duty right now: making sure hundreds, thousands, maybe tens of thousands of employees are considered for a raise, and hopefully a bonus. So busy lah! Yes, but I don’t want to talk about us. I want to focus on the one with the most … More AI, MBSO, Reward Cycle… whatever you call it, it’s Salary Review time!
I will be presenting the latest and most comprehensive analysis of “no ratings” performance management in the Asian context, next week, at HRMAsia’s Performance Management and Rewards conference, in Singapore, on Tuesday, 11 October at 2 pm. The event will be held at Holiday Inn Orchard City Centre on Cavanaugh Road, behind Centrepoint. Here is … More Coach for Performance, Reward for Retention
Managers are paid to manage. HR exists to help managers manage. Performance management was not invented by managers, but by HR to help managers 1) manage out weak performers, and 2) allocate rewards. Rating systems that drive rewards have a life of their own and undermine core manager responsibilities and skills. We spoonfeed managers with “good pay decisions” instead of allowing them to make their own decisions and learn from their consequences. … More Goodbye, pay for performance. Hello, real management.
If you want to understand why General Electric, Microsoft, Apple, Adobe and others have stopped using performance ratings, and hear a panel of respected Singaporean rewards leaders explain their preferences for or against ratings, come join us Monday evening, 11 April at Royal Plaza on Scotts. Event details and registration are in the previous post on this … More Hmmm… Ratings or No Ratings?
Freelance Total Rewards is happy to announce a public networking event for C&B/HR practitioners with a panel discussion on the topic of “Rewards Without Ratings…Really?” to be held in Singapore, evening of Monday, 11 April at Royal Plaza on Scotts, in a beautiful poolside venue. The event is intended for compensation & benefits managers and professionals … More Rewards Without Ratings…Really? Event Invitation
No wonder companies are dropping ratings. We have adopted sloppy labels for people. Imagine if you took the performance rating labels of “meets expectations” or “exceeds expectations” and used them in other everyday contexts, you can hear just how meaningless they are: “I test drove a few cars, and the mini-Cooper significantly exceeded expectations” “I chose the … More Tell it like it is
As a consultant, I am curious and always eager to gain a better understanding of my field, which is total rewards and global mobility. I am currently taking a couple weeks leave in the U.S. to catch up with family and friends. I am also catching up on politics and rewards trends in the U.S. … More U.S. Politics and their Impact on Rewards