Einstein had it Right – Performance is Relative
Albert Einstein was a pretty smart guy. The former patent clerk turned physicist turned our world upside down when he determined that speed is relative, depending upon the point of view of the observer.
PermalinkThe Shifting Sands of Performance Management Success
Historically, with every New Year, I’ve started my blog with a series of sweeping predictions. It’s an approach that always seemed logical – out with the old, in with the new. And it did make sense until this past year – 2009 – the year when everything that we previously knew to be true, no longer held credence.
Common Compensation Errors - Workscape CEO Tim Clifford
[On May 27th, J.P. Donlon, the Editor-in-Chief of Chief Executive Magazine, interviewed Workscape CEO Tim Clifford in a live video webcast to a pre-selected audience. This video is one of a collection of excerpts made available on YouTube.]
In this clip, Workscape CEO Tim Clifford shares his views on common compensation errors and how “getting it right” can have a great impact on keeping your top performers focused and engaged. Tim encourages managers to step away from the all-too-common “peanut butter approach,” whereby rewards are spread evenly across the organization with high performers receiving only a slightly greater share than their peers. The “peanut butter approach” is easier because it avoids the difficult decisions of who to truly reward, but without differentiating pay it’s very difficult to create a top performing culture.
What HR can Learn from an iPod
Simplicity. Clarity. Ease-of-use. They’re words that are thrown around quite a bit these days and – in some cases – taken for granted.
Compensation Strategy - Workscape CEO Tim Clifford
[On May 27th, J.P. Donlon, the Editor-in-Chief of Chief Executive Magazine, interviewed Workscape CEO Tim Clifford in a live video webcast to a pre-selected audience. This video is one of a collection of excerpts made available on YouTube.]
In this video, Workscape CEO Tim Clifford shares his views on the criticality of goal alignment and compensation process transparency to driving continued success in uncertain times.
Alignment and transparency are critical at an individual level because employees are more likely to be fully engaged when they have a clear understanding of their day-to-day objectives, and can see how their actions contribute to the company’s strategy. Ultimately, providing employees with a transparent view of how their individual effort impacts the company benefits the organization by creating an engaged and high performance culture.
