I happened to have a question whether 360° feedback shall be used as an “unequivocal” instrument in evaluating performance of managers.
Although at the first sight seems quite a good idea I have my doubts as whether it will provide a real value in evaluating [...]
A coment posted on: http://social.eyeforpharma.com/story/demonstrating-impact-training-and-development-programs-sfe
I do have a couple of comments on this interesting article, most of them actually building on Nick Pope’s (my regards for a beautiful workshop led in Barcelona SFE conference in spring 2008) ideas and insights.
I never had much respect for candidates who never asked at least a question at the end of the interview (or more if applying for sales job, also during the interview). Lack of curiosity is only smaller in relevance than integrity, especially if we speak about sales field.
During last week’s workshop on recruitment I just happen to realise that the greatest majority of applicants fail to ask their prospective employer an important question: How would their contribution to the organisation be evaluated if hired? (Who does it? How often? What are the criteria?)
9) Too many SPIFFs. Creatively designed by brand managers in their quest for gaining attention share from salespeople, they may end up expensively undermining the whole incentive system (and company performance too). I have to admit that some of them, especially [...]
5) Provide incentives for things with small weights, which in the end is meaningless. Or put differently: less than 10% in the total economy of the bonus won’t boost morale of any real performers. In other words: put the money [...]
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