Employee Performance and Promotion Myths

By Michelle Malay Carter on October 4, 2007 

?Employees should be promoted based on contribution.? ?Jim Stroup, Managing Leadership Blog* Not many would argue with that statement, but I am going to take a shot at it. Employee Performance Myths Employees should be promoted based on contribution. FALSE. High potential means high performance. FALSE. Employee Performance Truisms 1. Employees should be promoted not […]

Filed Under Employee Engagement, High Potential, Managerial Leadership, Talent Management | 3 Comments

Taking the Judge Out of Judgment

By Michelle Malay Carter on October 3, 2007 

Work* is the exercising of judgment and discretion while trying to achieve a goal.? When judgment is removed, you no longer have work, you have computation ? something a robot or computer could do.? Organizations hire people to do work.? Interestingly, we hire people to make judgments, and then, whenever possible, we try to take […]

Filed Under Accountability, Managerial Leadership, Requisite Organization, Talent Management | Comments Off on Taking the Judge Out of Judgment

What Work Could Be

By Michelle Malay Carter on September 22, 2007 

Work has the potential to be a noble, highly-gratifying expression of a unique human soul. Unfortunately, ignorance surrounding work levels and human capability cause organizations to unwittingly thwart and frustrate workers more often than they create conditions for the full expression of their gifts. Which has been your experience? Have you had a job that […]

Filed Under Employee Engagement, Organization Design, Requisite Organization, Talent Management | 1 Comment

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