PERFORMANCE APPRAISAL IN AN AGILE ENVIRONMENT
Why it does not work in an agile environment and what to do with it. Why traditional performance app ...View More
The Psychology of Performance Evaluation
Performance evaluation is a social and cognitive process. Within this process there are many factors ...View More
The Trouble with SMART Objectives
SMART (specific, measurable, attractive, realistic, timebound) Objectives do not work in most situat ...View More
KPIs Rule 3. Don't measure what's interesting, measure what's relevant
Only what's relevant really matters. KPIs being interesting only are useless and won't receive serio ...View More
Never mix up Feedback, Judgement and Praise
There are significant differences between Feedback, Judgement and Praise. Once companies diffuse the ...View More
KPIs Rule 5. What does not reflect Customer Value is a kind of Waste
Even though formally being required, reports and KPIs not reflecting customer value tend to be a sor ...View More
KPIs Rule 1 & 2. You could measure anything, but you can't
Basically everything in HR could be measured and expressed in terms of KPIs – somehow. In most cases ...View More
Forced Ranking. Good or bad Idea?
Forced Ranking is ok in case of divided labour. However, in teams with high level of task and social ...View More
KPIs Rule 4. There is a difference between Feedback and Control
Whether KPIs are used for either feedback or control will lead to completely different (sometimes dy ...View More
The best Way to give and receive Feedback
Whether or not a feedback recipient takes a feedback mainly depends on the social situation in which ...View More
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