• The performance review: why consistency matters

    header_ReviewConsistancy

    Jessica Miller-Merrell, blogging4jobs

    Conducting performance reviews is a tricky part of any manager’s job. They tend to hold quite a bit of weight when it comes to judging an employee’s contribution to the organization but are also very subjective, sometimes leaving employees with unfair assessments or unclear expectations. To make things worse, managers tend to let their own biases affect performance reviews so employees may not trust the performance review at all. While these issues are all unfortunate aspects of performance reviews, they happen every day in both large and small businesses.

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  • Do’s and don’ts for managing the insubordinate employee

    header_dosDontsManagement

    Crystal Spraggins, SPHR

    Insubordinate employees are a poison in the workplace.

    That was bold, and I’m sorry, but it’s true.

    Employees with putrid attitudes who won’t and don’t follow instructions are a real drag on workplace productivity, because even if they’re kind of, sort of doing their jobs, the effort required to manage them relative to their output is a sorry bargain.

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  • Is your paternalistic culture killing your business?

    header_Paternalistic

    Crystal Spraggins, SPHR

    A company’s culture, or personality, is a very big deal. Just as an individual’s personality can be a help or a hindrance to meeting certain personal goals, a company’s “personality” can be a help or a hindrance to meeting certain organizational goals.

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  • Making the performance review relevant to employees

    header_review

    Jessica Miller-Merrell, blogging4jobs

    Performance reviews are typically a source of dread and stress for employees. They tend to be very critical, one sided and vague, leaving very little of value for employees to take away from the evaluation. However, they are a necessary part of growth and development, both for your company and the employee as an individual. Performance reviews establish expectations, review job performance and provide direction, all of which contribute to the success of your company. However, there is another side to performance reviews that often gets overlooked: what the performance review does for the employee.

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  • Holiday parties vs. employee bonuses - what do employees most look forward to?

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    Get out your party hats – it’s the annual holiday season! This time of year signals a time when employees eagerly look forward to what the company has in store for them. Like little kids in a candy shop, they wonder if they will they get another turkey from the boss again this year, or does he have something else up his sleeve – like a bonus check?

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  • 7 tips for hiring and retention of top performing employees

    header_HireRetentionGoodEmployee

    It’s a fact. Each year businesses face too late what happens when employee morale drops and the best begin to leave for greener pastures. This most often occurs when the leadership team forgets that there is a fine line between recruiting and retaining high performance candidates. It’s a sad state of affairs that is completely preventable, with the right efforts and planning.

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  • Are your employees underemployed?

    header_underemployed

    Crystal Spraggins, SPHR

    Despite the recession being officially over, the media are still reporting about the great number of underemployed Americans—Americans who either don’t have enough paid work or whose jobs require significantly less qualification than they possess. CNBC recently reported that 17.2% of the workforce is underemployed.

    Generally we think of the underemployed as those in fairly menial positions doing repetitive, low-skilled work for low pay, and that’s one face of underemployment, for sure.

    However, even a highly skilled, well-paid employee can be underemployed if his abilities and knowledge aren’t consistently put to good use.

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  • Planning your 2014 raises - tips for improving your pay for performance strategy

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    For Human Resource departments, the end of the year signals the time for performance reviews and salary planning for the New Year. This can be a challenging time, when the HR team and payroll managers must coordinate their efforts to produce a compensation strategy that helps make the company profitable in the coming quarter.

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  • Do pay for performance plans boost employee productivity?

    header_PayForPerformance

    The nature of pay for performance has come under fire many times, yet this compensation strategy is based on sound business principles that have been around for ages. Traditional theories of positive reinforcement have been shown to have a direct link to performance in the workplace. It is common sense -- when employees are provided with a reward system that is tied to their job performance, this tends to motivate and inspire them. In a nutshell, when employees clearly understand what they stand to gain financially from good performance, they have a more focused effort on meeting these performance goals in order to be compensated.

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  • Pay for performance fail? Microsoft finally dumps forced stack rank

    snackable_header_PfPFailhttp://www.bonkersworld.net/images/2011.06.27_organizational_charts.png

    Tim Low, PayScale

    Much has been written, and much more will be, about Microsoft’s decision this week to eliminate their previous performance review process. Up until now, Microsoft relied on a forced stack rank where managers were required to grade employees on a bell curve, and thus also requiring ranking some employees at the low end of the curve.

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  • 6 tips for doing a performance improvement plan right

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    Crystal Spraggins, SPHR

    There’s a common perception that once an employee is placed on a performance improvement plan (PIP), it’s the beginning of the end for that individual. And that’s largely true.

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  • Four keys for preparing for an annual performance review

    header_4stepsPrepPerfReviews

    Jessica Miller-Merrell, blogging4jobs

    There are a lot of things in life that you can successfully do last minute. For instance, holiday shopping can be put off until December 23 and you’ll probably still get the Lego kit that was at the top of your kids’ wish list; laundry can be saved until midnight on Sunday and it will still be just as clean as if it was done Saturday morning; sales reports can be pulled the very hour they’re due and it makes no difference. However, annual performance reviews are not one of those things.

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  • Top 10 mistakes when giving a performance review

    header_PerformanceReviewMistakes

    Jessica Miller-Merrell, blogging4jobs

    There are two schools of thought when it comes to performance reviews. People tend to either view them as an opportunity for feedback and growth or spend all year dreading the awkward discussion chocked full of criticism. How you, and even your employees, view performance reviews is really up to you. Rather than seeing these reviews as an annoyance or as confrontational, think of them as a checkpoint to measure how far an employee has come and where their path is heading.

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  • Five reasons your performance review system sucks

    header_PerformanceReviewSucks

    Crystal Spraggins, SPHR

    If there’s any corporate tradition more maligned than the annual performance review, I’m hard pressed to find it.

    Managers hate doing reviews so much, many just don’t. A recent survey by Ceridian reported that in 2012, only 59% of respondents had had a formal sit down with their manager to discuss performance.

    Oh my.

    Well, I believe it’s high time for the annual review to get its proper due, rather than being disparaged as a pointless hurdle that nonetheless must be jumped before employees can receive pay increases. With that attitude, it’s no wonder your performance review system sucks.

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  • How to Curb PTO Abuse and Reduce Absenteeism with Compensation Planning

    header_PTO_Abuse

    Tess C. Taylor, PHR

    Is your company’s paid time off policy becoming a joke around the water cooler? Maybe you are noticing above average call-outs from employees for frivolous reasons? Perhaps no other human capital issue has the negative impact that frequently absent and sick employees create for a business.

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  • How to Identify an Unhappy Employee Before They Quit

    header_unhappy

    Jessica Miller-Merrell, blogging4jobs

    Having an unhappy employee can be hard on your business. From the moment they first become disengaged, to time off for interviews, to them actually quitting altogether, you’ll feel its effects. Even in the best of circumstances, unhappy employees are bad for business. But before you start making a mental list, remember that unhappy employees aren’t bad employees, they’re probably just not satisfied with some aspect of the job.

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  • 3 barriers to successful pay-for-performance implementation

    Pay for performanceLaleh Hassibi, PayScale

    Today most organizations are either moving toward a pay-for-performance compensation strategy, or at least discussing it. Correlating pay with performance has proven to improve employee retention in many companies, but even so, some detractors of performance-related pay models will tell you that more have been attempted and failed than succeeded. 

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  • Three tips for turning an entry-level employee into a long-term team member

    Reducing intern turnover
    Jessica Miller-Merrell, blogging4jobs

    For many companies, it’s the time of year when recent grads and summer interns turn into full-time employees. Bright and shiny, with the new business card holder they got for graduation, they’re now a part of your team. While you’ve probably seen plenty of new entry-level employees come and go over the years, you could play a part in retaining these new team members.

    An entry-level employee may be new to your company, buy they still provide value on a day-to-day basis. In fact, replacing even an entry-level employee can cost anywhere from 30 to 50 percent of their salary and retaining them can help to decrease your company’s turnover over time. So how can you increase the commitment level of this group of employees? Take a look at these three tips:

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  • Say Goodbye to These 4 Causes of Turnover

    Employee TurnoverJessica Miller-Merrell, blogging4jobs

    I remember those days when it seemed it would have been easier to hang the moon and write my CEO’s name in the sky with stars than to fill every position I needed with the right people. Turnover has always been a struggle for HR professionals, but it’s an increasingly overwhelming aspect of managing staffing needs. An employee who departs can leave a big dent in your business. From the increased workload of others to the hours and money spent on filling the position, its effects can be felt far beyond their now-empty office.

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  • How to decrease employee turnover through gamification

    header_gamification

    Jessica Miller-Merrell, blogging4jobs

    Chances are, you’ve heard about gamification in the last couple years. Although it is a relatively new phenomenon for most businesses, it has become wildly popular as a way for companies to train employees. However, the reaches of gamification go far beyond just training employees and actually helps to reduce the issue of employee turnover.

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