Employment & Labor Law

3 Myths for Managing Employee Performance – Myth #3

This is part three of a three-part blog series on performance development.

MYTH – Holding managers accountable for conducting annual, bi-annual or quarterly review meetings with all their employees will DRIVE high performance into our organization.

Although this may make sense from a traditional performance review perspective, the thinking behind it contributes significantly to the failings of the performance management systems used by most organizations.

Let’s first talk about holding managers accountable.

How to Build a Competitive Employee Benefits Package

There are many ways to measure the success of an entrepreneur, including the number of new ideas launched, the revenue and profits earned, and the ways in which he or she serves an industry or a community. But perhaps the chief among these is the impact the entrepreneur is able to have on the lives of employees. Beyond tangible rewards such as pay, and intangibles such as mentoring, a business owner can profoundly shape a worker's life by providing a generous package of employee benefits.

Applicants Lie on Applications All the Time

Only a minor percentage of your job applicants will have a serious criminal record or a problem with a driver’s license. More issues are found when employment and education are confirmed.

For instance, an applicant can indicate his/her work responsibilities and time period of employment are X, but it is learned they are really Y. Also, applicants often misrepresent their educational experience and accomplishments. Unfortunately, it is all too common.

I’m from the government and I’m here to help you

Not true when coined decades ago and not true today. So beware when an NLRB agent comes to investigate an unfair labor practice charge against your company and know with certainty that they are not there to help you.

Even though every employer with at least two employees is a potential target of an unfair labor practice charge, most employers still do not know their rights in an NLRB investigation.

Your Applicant has a Criminal Record - Now What?

Of all levels of background screening services, a majority of businesses will request criminal records most often. And all types of criminal histories are revealed as a result. Some reflect minor issues, while others are extremely serious. The business must then determine how the criminal record will impact their hiring decision.

Great Employees Don't Work Just for Pay. They Need Much More.

People work for two reasons. One is the paycheck, of course. But there’s another reason that is equally -- if not more -- important than a paycheck.

The thing is, we expect to be paid for that work. Pay is a given. And higher pay, while certainly nice, doesn’t automatically lead to higher levels of happiness, or fulfillment, or self-worth.

To truly care about their jobs – and your business – your employees need other things (assuming you pay at least close to the industry average for the job performed, to take low or high pay out of the equation).