In this video, I talk about the controversial practice of ranking employees. Should we be comparing employees to each other? While it may give us some idea of who the weaker performers are, it may not be as strong a solution as challenging employees to live up to tailored expectations.
Peter brings family values to business.
Nice article as always. Not sure I completely agree with your premise that we don’t laugh as much as we used to because of multi-tasking. I personally don’t laugh as much because life is much harder than it was a decade ago. Due to the recession years, I work much harder to make less income, don’t have as much free time to enjoy family and friends and don’t have really as much to laugh about as I used to.
Nice post… the only question is: how will organizations take care of distributing bonuses and raises when we do not have a system of bell-curve and ranking? it will get very administratively chaotic to pursue the recommendation you are making. Any insight into how companies manage pay raises/bonuses/performance ratings when they do not have the system or ranking or comparing employees to each other?