Life is unfair. Some people begin their career with a clear advantage. Your intelligence (measured in IQ) is inherited, so is your socio-economical background, height, appearance and core personality. As per Marc Effron, these together form 50% of the factors that predict success. Nevertheless, the other 50% is entirely in your control. It is this 50% that that the book hopes to address.
This is not yet another article advocating the benefits of a strength-based philosophy. We’ve seen many of those already, haven’t we? Gallup, Peter Drucker and the industry as a whole have successfully convinced me to believe that employee performance and consequently organizational productivity is positively impacted when organizations routinely focus on strengths. I’m sold! However, despite all the … Continue reading What does one do with the strength-based philosophy?
Early this year, the media went crazy. Every other day, pieces titled – ‘The open-plan office is a terrible, horrible, no good, very bad idea’ or ‘The Open-Office Trap’ attacked my inbox and it hasn’t stopped yet. One quick Google search on open offices will tell you that the world hates them. But we always … Continue reading The office from the future
On 2nd March 2018, United Airlines President Scott Kirby attempted to spice up the life of his employees. The organization decided to get a little creative with their rewards system and messed with employee bonuses. In case you haven’t heard (which would be surprising given the stir it has created), the scheme was this – you take … Continue reading What was United thinking?
It is because external feedback and self-retrospection are the only two tools I have towards continuous growth and I’d be damned if I don’t abuse both.
Taking risks is essential. However, blind risks are fatal especially when your risks could ruin one’s career. Everyone loves to move up the ladder. You take a high performing individual at a level and move him up before he’s ready, he is bound to be happy. Fast forward six months and when he falls to … Continue reading Setting one up for failure
It's as simple as that. I have three articles that I love & given the season (Year end. Not Christmas!!!), it is really the best time to share. Reinventing Performance Management by Marcus Buckingham & Ashley Goodall Let's Not Kill Performance Evaluations Yet by Lori Goler, Janelle Gale & Adam Grant The Performance Management Revolution by Peter Cappelli & Anna Tavis Yes, I realize that they are … Continue reading Three reads on Performance Mgmt
One of my first posts on this blog talks about my dissonance with the performance improvement plan. Turns out, that post has generated more views than all others combined. Fast forward to 3 years later, I’m talking about PIP’s again – only this time, I’m talking about how to survive one. If you are on … Continue reading How to survive a performance improvement plan
How often have you been asked for inputs for a promotion recommendation of someone you have worked with but from a different team? Have you ever contemplated faking it and supporting a candidate who you personally wouldn’t promote just yet? What justification did you give yourself? This may not be you, but it is a … Continue reading Not a popularity contest
It wasn’t hard to decide, it really wasn’t. When initially I thought of this series, I feared that I’d have lots of topics competing for a letter. Should A be for Appreciation? Do appraisals better fit under P as performance management? But with March just behind us, I cannot think of a better post to … Continue reading A-Z of HRBP #A: Appraisals
