Come on down! Let’s estimate the retail price of annual performance reviews. Whoever is the closest to the actual retail price, without going over, wins the Spice is Right cake.
Innovative companies such as McKinsey replaced annual evaluations with quarterly coaching assessments to better serve beginner and intermediate level associates as well as alleviate time-consuming and therefore expensive practices. In my experience, annual assessments are dreaded routine for management with outdated methods robbing employees of authentic feedback and organizations of improvements. While a harsh critique, an overhaul of traditional performance reviews is long overdue as well as an honest look the silent intimidation keeping an ineffectual tradition in place.
Why are extra-credit projects being treated as requirement? Let’s locate missing brownie points while enjoying a hard-working chocolate treat and ponder how to keep discretionary efforts from being discounted, mislabeled and under-appreciated ever again.
With the ubiquity of work-like-an-owner slogans, companies appear desperate for donated work, but can they manage those gifts when received? Discretionary effort, over-and-above job requirements generously gifted, is dangerous territory becoming potential demotivation without transparent expectations and rewards. Further, programs become disastrous without tools for assessing ebb and flow of discretionary efforts as employee’s interest in extra assignments vacillates. If premature turnover of A+ performers is a pattern, mismanagement of elective contribution may be a culprit.
Dark chocolate caramels are delicious confection satisfying youthful taste buds while fleur de sel sprinkles offer old salty dogs something to savor, a perfect candy to bridge the generations. This story may not be easy to digest but I’m sharing as preemptive strike against hoopla for Gen Z as we have suffered enough with Millennial myths.
Dear Senior Team Members and Industry Veterans:
Many moons ago during our freshman professional chapters, we were royal pains in the rear end but were delightfully unaware because ignorance is bliss. Without question, we vexed supervisors with no perception of how blindingly irritating our actions, the Millennial group in your organization comparably oblivious. In my experience, current rookies differ from earlier generations only by social media prowess, but Boomers are hijacking social channels with alarming proficiency, our youth have nothing to call their own. While the struggle to manage amateurs is real, our present novices are no more or less inept than previous generations furthermore it’s a waste of time to fuss over imaginary differences. The jig is up; Millennials are just like everyone else.
Cinna-MAN-buns inspired today’s professional attire topic. In an era of hyper personalization, traditional dress code inadequately keeps pace with evolving trends challenging everyone’s patience around compliance. Something’s gotta give.
Are you wearing that to work? Balancing outdated protocol with current trends aggravates organizations lacking flexibility, consequently guideline amendments resemble defeated acquiescence. (Case in point, tattoos) An equal opportunity fashion culture, proactively administered and updated often, is praiseworthy management in action. Gone are the days of stodgy work uniforms but not all traditional policies shall perish. Instead, recalibration is in order ensuring organizations attract top talent now and in the future.