Is the performance review obsolete? Is it time to ditch this archaic exercise, which takes up valuable staff hours with no apparent gain? The answer is a resounding “yes” – and I make the case for getting rid of the performance review in my latest column for The Globe & Mail, which published today. Here is a link to: It’s time to get rid of performance reviews
It no longer serves the intended purpose
Unfortunately, in many organizations today, reviews aren’t really designed to help employees grow; they’re designed to manage promotions and raises. The conversation tends to be more about “here is why you aren’t getting a raise” and less about “here’s how you can add value to the company and your career.” In other words, they’ve become the opposite of what they were intended to be. If you add the antiquated practice of forced ranking, the result is more people who are disillusioned, disconnected and demoralized than before you started.
So … you know my opinion on this subject, but I’d love to know what you think. The employee performance review – necessary evil or meaningless management practice? The Globe has temporarily turned off commenting on articles while they resolve some technology issues, so you can’t comment directly on their site. But I’d love to hear your thoughts right here on the blog. Please share your thoughts and experiences by leaving a comment below. I’d love to hear from you.
Sometimes, The Globe puts my columns behind their paywall. If that happens and you are unable to access the article directly through the link above, we have archived a pdf version at this link:
There are two ways to get ahead in the world of work. One, strike out on your own as an entrepreneur and create your own million dollar company. Or two, successively rise through the ranks in an established organization. Both are viable options, but if your career objective is to climb the corporate ladder, then you need to get recognized as a high-potential employee, or HiPo.
Seven ways to become worthy of high-potential employee status
If rising to the top at your place of employment and getting recognized as a high-potential employee is something you aspire to, then my latest column in Canadian Accountant lays out seven actions you need to take right now in order to become worthy of HiPo status. Read Looking to rise in the ranks? Here are 7 things you need to do now.
I would love to hear your thoughts on this topic of what it takes to be recognized as a high-potential employee. Does it even matter? What has been your experience? Good or bad, I’m interested. Share your thoughts either here or on the Canadian Accountant website.
Over the holiday season, I mentioned to a young person in my life how our educational audio CDs on our site don’t sell as well as our digital downloadable products. “CDs are so 1998!” she scoffed. I had to laugh at her candour. There’s a lot of truth in what she said, but I still listen to CDs and I’m willing to bet that some of you do as well. Yeah, I know, I just dated myself, but I’m okay with that. Nevertheless, I pride myself in at least trying to stay hip and happenin’! So in the spirit of staying current in the 21st century, we decided here in my office to clear out our inventory of educational audio CDs.
Over 80% off the regular price
From now until February 15 (or until inventory runs out), we’re putting all the audio CDs on my site on sale! For an unheard of price of $13 each! These are normally priced at $67, so if you are still a CD listener, these are an incredible bargain. There are 22 different titles to choose from – giving effective feedback, having difficult conversations, juggling your workload, to name just three – and each one covers step-by-step, how-to specifics on just about every common workplace leadership dilemma you might face. Each CD comes with a downloadable note-taking outline that you can use to capture your key takeaways.
You can’t beat $13!
At this price, this is a very cost-effective way to build your leadership toolkit. The sale price applies to CDs only, not our digital download products, but if you live in Canada or the continental United States, shipping is still free. And if you live elsewhere, we’ll advise you of the very nominal shipping charge and get your approval before we ship.
Use code ITIS2018 at checkout
This never-before price is in effect only as long as inventories last or until February 15, whichever comes first. SO DON’T DELAY! Visit our Leadership Store and use code ITIS2018 at checkout.
At this time of the year, there’s a lot of thought about setting and achieving goals. In fact, on almost exactly this date last year, I blogged about how my unexpected encounter with a sea otter got me thinking about this very subject. Today’s musings … about drinking water.
It’s a lot easier to drink water when you have a glass
Potable water … absolutely essential to survival, but unless it is contained – within a glass, a bowl, or even a cupped hand – almost impossible to drink. Sure you could kneel and lap at a running stream just like other members of the animal kingdom, but it’s a lot easier if it is in a vessel of some sort. Even animals appreciate drinking from an enclosed source such as a pond or a puddle.
At a time of the year when so many people set and achieving goals and targets for their professional and personal lives, this liquid reality offers an apt metaphor. Think of water as representing dreams and aspirations, the goals and objectives that you hope to accomplish over the next twelve months. Just like a liquid takes less effort to drink when it is contained within a vessel, desired targets are easier to achieve when they are surrounded by a solid structure. So what is this vessel that lets you move goals and aspirations from mere dreams to concrete reality? The outer form of the vessel may differ from situation to situation, but it must always be constructed of three components – it must be specific, it must be measurable, and it must have a deadline.
Here is an example
Let’s say that one of your leadership objectives Continue reading
Last fall, I was excited to announce that for the third year in a row, I am partnering with the Chartered Professional Accountants of Alberta (CPA Alberta) to deliver high-quality cost-effective leadership skills training in a series of “public” programs. What’s special about these programs is that they are open to ANYONE from ANY organization. As many of you already know, most of my leadership training events are for specific client organizations, which means that only their employees can attend. With this partnership with CPA Alberta though, even if you work in a smaller organization that doesn’t have the budget to run onsite leadership training programs, this is your chance to invest in yourself and your leaders’ competency and skill development!
Two leadership training events in Calgary on January 26 and 30
The first two events in Calgary in this series are coming up at the end of the month. So if you live in or near Calgary AB, don’t miss this opportunity to invest in yourself and your leaders’ competency and skill development at a very reasonable cost, and a fraction of what it can cost through some commercial vendors.
- Just for Leaders: Project Management 101 – Friday January 26
- Productivity Skills for Leaders – Tuesday January 30
Remember, this is open enrollment!
Again … you DO NOT have to be a member of CPA Alberta to register. Continue reading
Happy new year everyone! I hope your 2018 is already off to a fantastic start, both on the personal and well as professional fronts. I’m excited to be kicking off a new year on the blog, looking forward to another great year of sharing tips and exchanging ideas, starting conversations and perhaps even some arguments, all in the pursuit of becoming even better leaders than you already are!
My first day of the new year came with a special bonus — my first 2018 column for The Globe & Mail was published in their New Year’s Day edition, both print and online!
In The five top leadership issues in 2018, I make my predictions for the top five employee-related trends in the upcoming year. My goal in creating this list of top-of-mind leadership issues was to give you insights as to where you should focus and emphasize your energy and effort as you go boldly into the future. My forecasts come predominantly from two sources – from hundreds of conversations I have had with people in organizations this past year (including likely you), all the way from senior executives to front-line workers, and from my ongoing perusal of a wide variety of publications and academic journals. None of these five issues that I outline in this column are new; in fact, they’ve been gradually gaining traction for the past several years. But in 2018, I anticipate that attention to these five areas will gain the greatest momentum.
So take a read through and tell me what you think. Is this what you’re seeing in your workplace as well? The Globe has temporarily turned off commenting on articles while they resolve some technology issues, so you can’t comment directly on their site. But I’d love to hear your thoughts right here on the blog. Please add your perspectives on the top leadership issues in 2018 by leaving a comment below. I’d love to hear from you.
Sometimes, The Globe puts my columns behind their paywall. If that happens and you are unable to access the article directly through the link above, we have archived a pdf version at this link.