NonCommission Sales Compensation – Is this Blasphemy?

By Michelle Malay Carter on August 24, 2009 

Show Me the Logic Should sales people be held accountable for their effectiveness (which includes?output as one input)?but their managers ultimately accountable for their output.? This is the standard of accountability that I have proposed be used for all employees.? If we held sales people accountable to the same standard as all employees, does it […]

Filed Under Accountability, Employee Engagement, Felt Fair Compensation, Requisite Organization, Strategy, Talent Management | 6 Comments

Performance Review or Effectivness Appraisal – Be Mindful of What Your Systems Communicate!

By Michelle Malay Carter on August 5, 2009 

I worked?with?a client this week conducting requisite role analysis and?writing job descriptions.? Although this?project is not about?performance review, we recognize that these job descriptions?will then become the basis for performance review. Be INTENTIONAL Please Systems drive behavior so the systemic implications for the way the performance review is designed, and its stated strategic intent are […]

Filed Under Accountability, Corporate Values, Organization Design, Requisite Organization, Talent Management | 2 Comments

You Don’t Get to Choose Your Legacy – Will History Be Kind to You?

By Michelle Malay Carter on April 11, 2008 

Of all his contributions to society, Elliott Jaques’ term “mid life crisis” has been the most renowned. From the perspective of potential to change work life as we know it, it’s pretty far down the list. Yet, Jaques’ other work, which represents a science-based, systems approach toward accountability, engagement, and effectiveness within organizations, remains largely […]

Filed Under Accountability, Employee Engagement, Personal Observation, Requisite Organization | Comments Off on You Don’t Get to Choose Your Legacy – Will History Be Kind to You?