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I Advice - Should Salaries and Incentives be linked with Performance?
It’s probably been a long week for you. Hassles with machines breaking down, employees not showing up for jobs and bills piled high over your head. You are wondering if it’s all worth it or should you just pack it in and go and work for another, more successful carpet cleaning business? Right now, bringing in any regular wage probably seems like an attractive idea.Whatever you are going through, Bobby Walker has been there as well. Until he started utilizing internet advertising, his carpet cleaning business was a small one, too, and he knows what it’s like to struggle. That is why he has made the decision to release his very own company blueprint to successful online marketing. Only two hundred people will be allowed to buy it, so if you are interested, you need to get it fast.With over 200,000 carpet cleaning jobs being booked online every month, you want to be sure to get some of the action. If you don’t have a successful internet marketing strategy in place for your company, you don’t have a chance in today’s environment. Even customers who have relied on you in the past may be lost if they can’t find you on the internet. People use the internet regularly from home and work to compare prices and service and with different types of carpet cleaning businesses available, t
The effect of reviews on morale is lopsided: while
As the head of hiring for a nonprofit lobbying organization, I regularly see job candidates missing out on some of the most effective ways to make themselves stand out. Here are some of the things I wish every applicant knew.A cover letter can get you in the door.Too many people use cover letters to simply summarize their r?sum?s. With such limited initial contact, don't squander a page regurgitating the contents of the other pages.When used correctly, a cover letter can win you an interview that your r?sum? alone won't. Use it to explain why you want this particular job -- not just a job in this field. The more specifically you can tie it to the job description, the better. Other ways to stand out:* If this is your dream job, say so and explain why. I want candidates who want this job, not a job. I'll always take an extra minute on the r?sum? of someone who says the position is his or her dream, even if it's not an obvious fit. (But be honest -- if you're applying for your "dream job" at every gig in town, you'll probably get caught.)* If you're not a perfect match, acknowledge it. You probably can't hide it, so explain why you're right for the job anyway. Candidates who acknowledge they may not look ideal on paper but tell me why they would do
The traditional view in organizations has always been to link Salaries and incentives to Performance. And I wanted to question this tradition. Every good company in this world has a performance evaluation (P.E.) system. Salaries are linked to this P.E. . Even incentives such as extra training, monetary bonuses, freebies are given to the best performers. Joel Spolsky confirmed my theory that P.E. should not be conducted.
In April,2000 Joel wrote a beautiful article - Incentive Pay Considered Harmful. I visit Joel's site, joelonsoftware.com, regularly and love reading his articles. These are the main points highlighted in this wonderful article -
Treating your rocket scientist employees as if they were still in kindergarten is not an isolated phenomenon. Almost every company has some kind of incentive program that is insulting and demeaning. Most Performance review programs are copied from a Dilbertesque management book where the first stage is an "anonymous" upward reviews, followed by optional "self-evaluation" forms. Finally there is a numerical score, in lots of non-scalar categories like "works well with others", from 1-5, where the only possible scores were actually 3 or 4.
The system never took into account the fact that people have different and unique talents, all of which are needed for a team to work well such as a person who motivates everyone else when the going got tough or someone who is incredibly insightful strategically Negative reviews, obviously, have a devastating effect on morale. In fact, giving somebody a review that is positive, but not as positive as that person expected, also has a negative effect on morale.
The effect of reviews on morale is lopsided: while
Business directories are an excellent platform to both advertise and find useful contacts, resources and supplies. Since the millennium the internet has become filled with directories to the point that at times they have swamped the search engines, Google and Yahoo for example. Such directories come in a many forms. The aim here is to discuss the differing directory types, their use on the internet and to offer tips on embarking one of the many paid for services.First off, we have the business to consumer directories, some of these are excellent and some not so good, yell.com probably standing out as the largest amongst them. Then we have the Business to Business directories, Applegate, Businessmagnet and Kellysearch being among the most well known. All of the directories mentioned here are made by humans, serviced by humans. They are of great use to the searching public as they offer a further neatening element, refining searches, making your job of finding what you want much easier.For the advertiser, nothing more can be more rewarding than receiving a human edited entry in one of these directories with a purposeful link pointing to the advertiser’s website. Most, if not all directories offer free entries. This services two functions, firstly it increases the size of the director
The traditional view in organizations has always been to link Salaries and incentives to Performance. And I wanted to question this tradition. Every good company in this world has a performance evaluation (P.E.) system. Salaries are linked to this P.E. . Even incentives such as extra training, monetary bonuses, freebies are given to the best performers. Joel Spolsky confirmed my theory that P.E. should not be conducted.
In April,2000 Joel wrote a beautiful article - Incentive Pay Considered Harmful. I visit Joel's site, joelonsoftware.com, regularly and love reading his articles. These are the main points highlighted in this wonderful article -
Treating your rocket scientist employees as if they were still in kindergarten is not an isolated phenomenon. Almost every company has some kind of incentive program that is insulting and demeaning. Most Performance review programs are copied from a Dilbertesque management book where the first stage is an "anonymous" upward reviews, followed by optional "self-evaluation" forms. Finally there is a numerical score, in lots of non-scalar categories like "works well with others", from 1-5, where the only possible scores were actually 3 or 4.
The system never took into account the fact that people have different and unique talents, all of which are needed for a team to work well such as a person who motivates everyone else when the going got tough or someone who is incredibly insightful strategically Negative reviews, obviously, have a devastating effect on morale. In fact, giving somebody a review that is positive, but not as positive as that person expected, also has a negative effect on morale.
The effect of reviews on morale is lopsided: while
Graduates with arts degrees often feel some difficulties to determine their career goal in the initial stage. In general view, most of jobs seem to suit the arts degree graduates but when come to decide a career goal, it seem like hard to define one. Unlike graduates from science and technology fields, graduates from the arts fields feel that their program of study hasn't necessarily prepared them for specific jobs or careers. Many arts degree graduates become apprehensive once graduation approaches.Are these the facts of art degrees? Is pursuing an art degree a waste of money and will only get you a job flipping burgers? These popular art degree's myths affect many students who are interested in art degrees and they stop moving their step into art fields and force themselves to take science & technology related degrees for a brighter future.The Facts versus MythsIn actual, the facts are contrary to the popular art degree myths, a variety of career possibilities await art graduates, almost half of all job vacancies available to new graduates are open to students with arts degrees. These employers are particularly interested in transferable skills.Let review the true facts of these popular art degree myths and you will realize that you are totally empl
In April,2000 Joel wrote a beautiful article - Incentive Pay Considered Harmful. I visit Joel's site, joelonsoftware.com, regularly and love reading his articles. These are the main points highlighted in this wonderful article -
Treating your rocket scientist employees as if they were still in kindergarten is not an isolated phenomenon. Almost every company has some kind of incentive program that is insulting and demeaning. Most Performance review programs are copied from a Dilbertesque management book where the first stage is an "anonymous" upward reviews, followed by optional "self-evaluation" forms. Finally there is a numerical score, in lots of non-scalar categories like "works well with others", from 1-5, where the only possible scores were actually 3 or 4.
The system never took into account the fact that people have different and unique talents, all of which are needed for a team to work well such as a person who motivates everyone else when the going got tough or someone who is incredibly insightful strategically Negative reviews, obviously, have a devastating effect on morale. In fact, giving somebody a review that is positive, but not as positive as that person expected, also has a negative effect on morale.
The effect of reviews on morale is lopsided: while
Did you know restaurant services in the US is a $430 Billion per year industry? I didn’t.Common sense would suggest that good restaurants be placed in high-income areas such as Silicon Valley. Why then does PaloAlto - Menlo Park - Los Altos have so little to offer? After all, the population here eats out a lot, and with the tech-generated wealth in the hands of relatively younger people, the demand is certainly there.Here are some San Francisco restaurants that I would like to see in the valley:-Thep Phenom : A wonderful Thai restaurant in the Haight-Ashbury district of the city, on Fillmore Street. -Chez Nous : A French-Mediterrenean fusion restaurant, also on the Fillmore, but further up North in Pacific Heights.Of course, given the Stanford student population, some cheaper alternatives could also be great to have around. Pakwan is perhaps the best Pakistani-Indian restaurant in the Bay Area, but is conspicuously absent from the valley. In the cheap-eats category, this would be my pick.In the last couple of years, a few good additions have happened to the restaurant scene in Palo Alto, Coupa Cafe being a notable and very successful example. We were at a dinner party this week with the owners, Nancy and Jean-Paul, and listened to their plans for a new Coupa C
The system never took into account the fact that people have different and unique talents, all of which are needed for a team to work well such as a person who motivates everyone else when the going got tough or someone who is incredibly insightful strategically Negative reviews, obviously, have a devastating effect on morale. In fact, giving somebody a review that is positive, but not as positive as that person expected, also has a negative effect on morale.
The effect of reviews on morale is lopsided: while
Pay close attention and make it work the best for you.No doubt you’ve listened to, and then quickly deleted, messages from account execs from your local radio stations. Maybe you’ve even entertained them in your office. Hopefully you didn’t have to sanitize your phone or office afterwards.Well, radio can be great way to garner awareness cheaply... ahem, inexpensively... if you do it right. Remember... 97.823% of all radio ads S-U-C-K. That leaves you to carry the banner for great radio advertising. And when you do, you will get noticed. Believe me, you will get noticed.Why do so many radio ads suck? Between the screaming car ads, nasally voiced business owners who should never get anywhere near a microphone reading their own ads, and the next “turnkey” business opportunity, they are all dressed in their plaid suits and resorting to hucksterism. They want your money and they want it now.They forget one thing. Well, actually a lot of things, but the main thing they forget that people are not tuning in for their ad. Listeners want Rush, Rome, Al, Laura, music, sports, news, or whatever. People aren’t saying, “Gee, I gotta hear great heating and air conditioning ads today!”Your ad is interrupting what they listen for. By nature, yo
The effect of reviews on morale is lopsided: while negative reviews hurt morale a lot, positive reviews have no effect on morale or productivity. Most people will be disappointed by their reviews because most people think that they do pretty good work (even if they don't). It's just a little trick our minds play on us to keep life bearable. Incentives (or bribes) simply can't work in the workplace. It leads to teamicide: the inadvertent destruction of jelled teams. Giving somebody positive reinforcement (such as stupid company ceremonies where people get plaques) implies that they only did it for the lucite plaque; it implies that they are not independent enough to work unless they are going to get a cookie; and it's insulting and demeaning. For 5 years I believed very word of what Joel said. I even made sure that we do not have any stupid company ceremonies or have any performance evaluations in Poornam. I even sat down to write why Performance Evaluation and Incentives are bad. I was a lot like the learned descendants of the spiritual teacher who wrote scholarly treatises about the religious significance of tying up a cat for meditation practice. I never questioned Joel's views.
Today I firmly believe that Performance Evaluations is a must and it must be linked to salaries and incentives.
Consider an Athletics Coach not timing his sprinters. He just tells them to run everyday. It would be a matter of time before the sprinters would get tired and would stop running. So what does he do. He sets the goal. If you are a 100 meters sprinter then first and foremost you are told that if you have to be the best in the world you have to beat 9.78 seconds. i.e. first define the target or set the expectations. Now the coach starts to time the sprints and evaluates his technique, speed, capability and so on. And after each evaluation the coach works out on ways to improve t
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