http://evarykr.com/2010/01/reward-based-on-performance/ Thu, 29 Jul 2010 13:23:15 +0000 http://wordpress.org/?v=2.9.1 hourly 1 http://evarykr.com/2010/01/reward-based-on-performance/comment-page-1/#comment-86 Tweets that mention Eva Rykr » Blog Archive » Reward Based on Performance… and Only Performance -- Topsy.com Mon, 01 Feb 2010 12:12:07 +0000 http://evarykr.com/?p=290#comment-86 [...] This post was mentioned on Twitter by Eva Rykr, Michael Leiter. Michael Leiter said: RT @EvaRykr: Reward Based on Performance… and Only Performance http://bit.ly/aUqHuv Not always so easy to do [...] [...] This post was mentioned on Twitter by Eva Rykr, Michael Leiter. Michael Leiter said: RT @EvaRykr: Reward Based on Performance… and Only Performance http://bit.ly/aUqHuv Not always so easy to do [...]

]]> http://evarykr.com/2010/01/reward-based-on-performance/comment-page-1/#comment-83 Eva Rykr Sat, 30 Jan 2010 15:32:45 +0000 http://evarykr.com/?p=290#comment-83 Thanks for stopping by, Michael! I think the most important part may be just being aware of the fact that, as humans, we have a tendency to do allow our personal preferences to cloud our judgment. And caring about whether or not we make such errors in the future. Still, objective evaluations will help regardless of whether that is the case or not. Thanks for stopping by, Michael! I think the most important part may be just being aware of the fact that, as humans, we have a tendency to do allow our personal preferences to cloud our judgment. And caring about whether or not we make such errors in the future. Still, objective evaluations will help regardless of whether that is the case or not.

]]> http://evarykr.com/2010/01/reward-based-on-performance/comment-page-1/#comment-82 Michael Leiter Sat, 30 Jan 2010 14:53:18 +0000 http://evarykr.com/?p=290#comment-82 Eva Excellent points. It's so difficult for leaders to catch when they're straying from a focus on performance into personal likes and dislikes. The pleasant, attractive, and charming people just seem so capable. As with much in psychology, it resolves to a measurement problem: do you have a way to evaluate performance objectively, and preferably in a way that moves it from a single-person evaluation to one that is more of a shared process. Still, there is room to slip off the rails, but a solid system tones down the personal preferences. Michael www.workengagement.com @workengagement Eva
Excellent points. It’s so difficult for leaders to catch when they’re straying from a focus on performance into personal likes and dislikes. The pleasant, attractive, and charming people just seem so capable. As with much in psychology, it resolves to a measurement problem: do you have a way to evaluate performance objectively, and preferably in a way that moves it from a single-person evaluation to one that is more of a shared process.
Still, there is room to slip off the rails, but a solid system tones down the personal preferences.
Michael
http://www.workengagement.com
@workengagement

]]>