The Perfect Hire Starts with the Perfect Job Description

When’s the last time you read an excellent job description?   The kind where after reading it, you thought: I know exactly how this person spends their day, what they’re responsible for and what skills will help them succeed.   I’m trying to remember if I’ve ever read a job description that made me want […]

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Consolidation Craze & Craziness: How to Communicate Effectively During a Merger

Imagine this: You manage a few people – or a lot of people – and your company recently announced a merger (or sale!). The emotions of your team range from anxious to dejected to outraged. They’re asking you what it’s all about and what the future holds, and you’re not entirely clear yourself.   Maybe […]

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How to Handle a Negative Performance Review

Last week’s post was the Do-It-Yourself Performance Review. Some of you responded (thanks!) and wanted to know what to do when you have to give a negative performance review. I asked my favorite clients in HR to weigh in.   Q. I’d like to give an honest appraisal of my supervisor/colleague/direct report but not everything […]

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DIY Performance Reviews

Welcome to Do-It-Yourself Performance Reviews. If you think you’re here for regular performance reviews, administered by your boss in a timely fashion without nagging, you’re in the wrong place. Just get up quietly and leave thru the door at the back.   The rest of you may already have recognized that your professional development, learning […]

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The One That Got Away

Don’t Let the Perfect Hire Slip Thru Your Fingers Today’s post is written with my employer clients in mind but is applicable to anyone involved in interviewing and hiring decisions. The topic is candidate drop-off – when your favorite person for the job suddenly goes dark then takes another offer. Oh no, what happened? We […]

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Five New Performance Metrics

I’ve been thinking recently about performance reviews, how we express appreciation or discontent at work, and why many of us leave these conversations more frustrated, confused or dissatisfied than when we started. I dig this Forbes article by James Slavet because it elevates the conversation around how our performance is measured, and introduces “real feel” […]

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