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No One Ever Improved by Having Their “Performance Reviewed Annually”

No One Ever Improved by Having Their “Performance Reviewed Annually”
By Binthar Dunthat

Don’t you just LOVE that time of year when you’ve got to do “Annual Appraisals” or “Performance Reviews” of your employees?

It takes you days to fill in the forms, guess at (dare I say “dream up”?) what you’re going to write, and then agonize as you develop your flimsy arguments in support of what you’ve written. There’s a good chance you are going to be sucked-in by your “up-line” to follow some kind of ‘quota’ or ‘bell curve’ of allowable ‘grades’ (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn’t-fire-them-the-day-we-hired-them.)

Many managers stay at home for a week or more just so they can concoct these ‘ agonizing summaries ” for all of their people without interruption from the real business of running and leading their business!

AND THEN YOU ARE GOING TO RISK A FACE-TO-FACE CONFRONTATION WITH A ‘VICTIM’ of this EXERCISE WHO HAS a 75% PROBABILITY OF NOT AGREEING WITH WHAT YOU ARE ABOUT TO REVEAL TO THEM! (And don’t waste time explaining how wonderful it is to have another manager or superior in the room at the same time to gang-up on the ‘object of the exercise’ in order to ensure witness corroboration.

This “crutch” substitutes for good management and leadership on a regular basis inside many companies . In most cases, they would have been better off to have installed an internal ‘anti-sabotage’ SECRET CORPORATE SECURITY FORCE!

THINK ABOUT IT! The only result of the process is you pointing out your people’s defects and shortcomings! How insightful of you to take the time, once a year, to tell your people things that will ensure sub-par performance in the future 12 months and serve as the basis for ‘zero’ trust.

Aren’t you really telling those that work for you that:

  • When you hired them you really didn’t know or understand what traitorous, slothful, lazy employees they probably were…BUT NOW YOU ARE GOING TO SHOW THEM!
  • You didn’t really know or understand how or what they were doing UNTIL NOW, at the end of the year.
  • You don’t have the ability to appraise and provide meaningful feedback to your people on a continuous basis and in a TIMELY manner in order to actually DO SOMETHING ABOUT PERFORMANCE ISSUES WHILE THEY ARE OCCURRING!
  • You can’t be honest with your people on a regular basis throughout the year; you don’t trust them and, they most assuredly, DO NOT TRUST YOU (or your company)!

So what are you going to do about it?

How about increasing Unshakable Trust, The Pursuit of Truth, and Communication That Counts?

Click here to see how you might review performance better.

Binthar Dunthat is a pseudonym, of course, for an individual who is keen to see the performance review used as a fully engaging performance enhancer. “He” blew off some steam here, but is basically spot on about how most corporations miss the value of the review process!

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Make August Your Personal Rejuvenation Month

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

The Unbiased Opinion is a Myth. Discard It.

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Time to Act Civilly at Work? Professor Porath Says It Pays Off.

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

When Motivating Employees, Do Words Get In the Way?

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

How to Sell Senior Executives on the Value of Talent Development

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

To Manage or To Lead – That is the Question

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Schedule that “Thirdly Review”!

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Change Happens Inside Out – Driven By Middle Managers

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Hiring Outsiders Costs Money. Save it by Investing in Human Development.

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

How Quickly Does Your Culture Sub-Optimize New Talent?

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

How Do You Fix a Jerk at Work?

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Valentines Day Marks the Halfway Point in Q1 – How Are Your Leadership Resolutions Fairing?

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

More Grist for the “Why Are Employees Not Engaged” Chat Mill

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Dave Tighe Joins Writers on LinkedIn as Employee Engagement Expert

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Leadership Tips for Kicking Off 2015

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

In 2015 Employee Engagement Will Look Like It Did in 2014…and 2013…

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Employee Engagement Must Address Professional and Personal Performance Factors

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

January Leadership Advice Deluge has Begun! Resist the Urge to Read It All.

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

McKinsey Offers Evidence: Senior Executives Still Struggle With Leadership Habits

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

2014 is Done – Time to Kick-Start January

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Sweat the Small Stuff Says Rory Sutherland in a TED Talk – This is What Bovo-Tighe Does for You

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Be Great to Work With

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Leaders Must Still Manage. You Don’t Get Off That Hook!

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

It Takes Time to Change Employee Habits – And Lots of Support.

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Employee Recognition – Easy to Say, Hard (it seems) to Do

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Misguided Advice from Monster about Aspiring to a Leadership Role

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Master the Art of Questioning (and Listening) to Better Raise Productivity

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Kick-Start Your Team’s Productivity Push for Autumn

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Leaders Master the Art of Questioning to Raise Employee Engagement

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Halogen Software Offers Sample Comments for Performance Reviews. We Disapprove!

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Asking Silly Questions Makes You Smarter

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Employee Engagement is Personal, So Personalize Your Approach

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Maslow’s Hierarchy and Employee Engagement – Make the Connections!

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

The Case of the Market Basket CEO – Leaders Who Care Get Strong Employee Support

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Leaders: Spend More Time Leading People and Less Time Doing Stuff

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Confident Leaders Keep Arrogance at Bay With a Dose of Humility

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Employee Engagement is Really Simple – But Does Take Energy and Focus

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Great Leaders See Themselves as Others See Them – And Engage Better

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Sayonara June! Hola July! Time for Mid-Year Resolutions.

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Leaven Your Positive Leadership Outlook With Real-World Negativity – Pursue the Truth!

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Reset Your Leadership Mindset for the Next Six Months

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Great Leaders Make Life Better for Their Followers

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Defend No Process – Defend the Mission Against Old Processes

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

How to Maintain Workplace Productivity During the Summer Vacation Season

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

A More Productive Mindset for Work in Six Steps

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

As a leader, you will get angry – How you handle that anger is critical to team productivity

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Middle Managers Can All Lead – If You Show Them How

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Never Assume: Pursuit of Truth Makes Decision-Making Better

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

The Last Mile of Employee Engagement is the Hardest to Travel

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

We Love the Energizing Month of May

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Transformational Leadership Skill Spring Shape-Up

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Toyota Agrees: Machines Don’t Innovate – People Do.

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Leadership Development Gaps Expose a Lack of Strategic Commitment

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

“Overnight” Organizational Change Takes Great Long-Term Leadership

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

A “Lucky Seven” Set of Tips for the Freshly Minted Leader

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Does Your Online Presence Promote You?

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Leaders Don’t Pick Winners: Develop All of Your Team Members

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Leadership Lessons for the Ides of March

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Our Foundations of Excellence Refresher

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Great Conversations Build Employee Engagement

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

i4cp Research Isolates Six Key Employee Engagement Factors

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Tap Untapped Talent You Have Already Hired

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Each Great Leader is Unique, But They All Engage

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Bovo-Tighe Supports Shell in Launch of New Gulf Platform

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Annual Performance Reviews Should be the Icing not the Cake

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Resources We Rely On for New Ideas about Employee Engagement

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Hide From Your Manager to Get More Done!

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Leadership Quotes to Get Your Mind Set for February

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Leadership Development Does Not Have to Cost an Arm and a Leg

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Why Does Leadership Development Fail to Create Great Leaders?

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

OSHA Discloses Most Common Workplace Hazards – The List Remains the Same

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Leadership Lessons from Scrooge and the Grinch

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Holiday Employee Gifts that Cost Little More Than a Bit of Your Time

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

A Culture of Agility Requires a Commitment to the Pursuit of Truth

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Lean Manufacturing Demands Fully Engaged Employees

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Rob Markey of Bain and Co.: Employee Engagement Rocks!

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Employee Engagement a Strategic HR Imperative for 2014

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Maintaining Work-Life Balance During the Holidays

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

The Paradox of Employee Engagement: It Works Yet Few Companies Try

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Defuse the Gunpowder Barrel with Sustained Employee Engagement

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Minga Foundation Ups Productivity by Raising Awareness of Personal Motivators

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

How Pessimists Keep Optimists in the Black

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Gallup Employee Engagement Results Not Budging

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Stop Being Nice at Work? Not So Fast!

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Three Leadership Tasks That Unleash Team Productivity

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

What Prevents Teamwork From Adding Value?

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

How Can You Make a Vacation From Work Truly Stress-Free?

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Time Off is Restorative – Organizations that Don’t Encourage It Lose Out

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Have Employees Track Their Own Successes to Raise Engagement

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

A Quick Cost/Benefit Analysis of Employee Training and Development

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Bovo-Tighe Participates in 2013 CLO Forum

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Labor Day in the U.S.: A Connection to Employee Engagement

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Leadership Inspiration for a Hot Day in August

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

More Thoughts on the Great Value of Middle Management Leadership Training

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Define leadership more broadly. Anyone can lead, at any level.

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Engaged Employees Accumulate Business Acumen

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Celebrating Failure? You Bet! How Else Can You Learn New Stuff?

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

CEOs Must Foster Culture Based on People – Not Process

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Gallup Confirms the American Worker Remains Unengaged

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Is it possible to be overworked and underutilized?

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Create Great Leaders in Your Organization

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Retain Talent by Fostering Professional and Personal Growth

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Leadership Starts with Engagement

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

When Should You Micromanage Employees?

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Leadership in Public Management

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Time to Rehire Yourself?

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Of Lollipops and Leadership

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

HubSpot and Netflix Offer Insights on Building Productive Organizational Cultures

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Are Millennials Really Different About Job-Hopping?

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Bovo-Tighe and Harvard Business School Are On the Same Page

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Lessons on Leadership from Britain’s Royal Navy

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Employees Can Only Manage Their Time if the Organization Lets Them

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Goal Alignment Takes Work and Communication that Counts

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Our Philosophy about the Pursuit of Truth Includes Your Health

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Three Key Drivers of Employee Engagement

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

March Madness is a Leadership Moment

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

QBQ works well with the Bovo-Tighe Foundations of Excellence philosophy

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Leadership Tales from Top People – Courtesy of LinkedIn

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Marissa Mayer Should Focus on Employee Engagement

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Accelerative Learning Article Now Posted on eZineArticles.com

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Drop Your Information Filters to Boost Engagement with Fellow Employees

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

More Thoughts on How to Engage Employees

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Challenging “Accepted Wisdom” Unlocks Creativity and Productivity

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Quotes that make you think – Are you open to the truths you need to hear?

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Passion at Work: Nurturing it Starts the First Day of Employment

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Stephen Covey: A Truly Inspirational Force for Innovation in Human Development

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Summer Thoughts on the Pursuit of Truth

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Exploring 8 Rules for Creating Passionate Corporate Cultures (Round Three)

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Stop Hating Meetings: Fix Them Yourself!

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Employees are Consumers of Corporate Culture: They won’t “buy in” until you earn their trust!

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

101 Steps Towards Better Leadership

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Transformational vs. Transactional Leadership: A Worthy Distinction

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

The Cure for Bad Meetings: Pay Attention and Contribute!

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Caring for Your Employees Unlocks Great Productivity

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Leadership Behavior Can Stifle Productivity – Even Unintentionally

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Leadership: Its Trappings Lead Good People Astray

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Information Underload: Bad for Employee Engagement

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Zen and the Pursuit of Truth at Work

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Client News: Shell Sets Record for Deepest Oil and Gas Well

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

How Kingsford Charcoal Taught DuPont a Thing or Two about Employee Engagement

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Bovo-Tighe Client Newsletter – November 2011

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Workplace Time Wasters: Facebook vs. the Two-Martini Lunch

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Dumb Things Bosses Do

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Dumb Things Bosses Do

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Bovo-Tighe Client Newsletter October 2011

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Steve Jobs: A Born Visionary Who Learned to be a Leader

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Old United “Speech” Ad Still Resonates Strongly in the Digital Age

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Do You Know All the Facets of Employee Engagement?

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Coaching for Senior Executives Must Come Up From Subordinates

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Bovo-Tighe’s September Client Newsletter – 2011

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Bovo-Tighe Client Newsletter – Summer 2011

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Presenting at the National Property Management Association Annual Education Seminar

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Bovo-Tighe connects with the HR community at the HR Star Conference

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Book Review: How to be Happy, Dammit!

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Bovo-Tighe Client Newsletter June 2011

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

One-Foot-Out-the-Door Disease is Bad for Productivity

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

How best to make leadership training truly work? Never stop!

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Bovo-Tighe shares a snap-shot of its ongoing work on Alaska’s North Slope

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Leadership: It all starts with you

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Bovo-Tighe Newsletter May 2011

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Bovo-Tighe at the Offshore Technology Conference

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

We applaud our client, the Elizabeth Glaser Pediatric AIDS Foundation, on their Webby Award

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Technoserve extends its initiatives in Africa by leveraging Bovo-Tighe expertise.

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Irrational Decision-Making: Embrace the Human Factor!

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Performance Management Needs to Recover its Mojo

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

A standing ovation for an active client, Technoserve, which helps poor communities thrive worldwide!

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Bovo-Tighe’s March 2011 Client Newsletter

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Talent Management: All agree we need it. Few act on it.

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

On Performance Reviews: The Urge to be Better-than-Worst Raises Productivity

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Influence Competence: Effective Employee Engagement Skills Under a New Name

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Talent Management: How It Helps With Crisis Management

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Tasked with Corporate Training? Seek Outside Help

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Corporate Communications: Keep an Equal Balance Between Ethics and Achievement

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Changing Corporate Mindsets is the Critical Path to Cultural Change: Now We Have Research to Prove It!

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Bovo-Tighe explores Kazakh Psychologies of Achievement

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Corporate Cultures: Bottom-up change is best.

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Are people truly your company’s best asset? Can you prove it?

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Pay-For-Performance versus Full Engagement

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

On Leadership: Would you work for yourself?

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Employee Engagement is simply the Foundation for Excellence

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Why doesn’t employee training work better?

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Change Management: The entire organization needs to participate

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Fostering Innovation: HR Must Lead the Way

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

About that left brain-right brain split: It doesn’t happen.

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

With Leadership Development: Are We Smarter that Fifth-Graders?

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Bovo-Tighe’s January 2011 Client Newsletter

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Corporate Flu Epidemics: What Sort of Infectious Attitudes Do You Spread Around?

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Change employee behavior by changing their bad habits.

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Performance Reviews done well require great communication.

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

No One Was Ever Motivated by a Meeting

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Meetings That Rock!

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Corporate Mission Statements die on Plaques

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

Inhibit Intellectual Growth and Innovation in Your Company

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

How to incorrectly use ‘Management By Objectives’

No One Ever Improved by Having Their "Performance Reviewed Annually" By Binthar Dunthat

Don't you just LOVE that time of year when you've got to do "Annual Appraisals" or "Performance Reviews" of your employees? It takes you days to fill in the forms, guess at (dare I say "dream up"?) what you're going to write, and then agonize as you develop your flimsy arguments in support of what you've written. There's a good chance you are going to be sucked-in by your "up-line" to follow some kind of 'quota' or 'bell curve' of allowable 'grades' (i.e. A,B,C,D,F or Excellent, Good, Mediocre, Sub-Standard, and Miserable-Excuse-for-A-Human-Being-why-we-didn't-fire-them-the-day-we-hired-them.) Many managers stay at home for a week or more just so they can concoct these ' agonizing summaries " for all of their people without interruption from the real business of running and leading their business!

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