Employee performance reviews are hard, aren't they? Much fuss is made about them--by senior management, by HR, by Legal, and, of course, by the employee receiving the review. Get over it. That's what separates managers from non-managers.
Every day I see companies make short-term decisions and decide that they will not hire the intern or the college student etc.
How did they get into that place?
I understand all to well the pressures on business. My role as a business, human resource architect of solutions that turns around business to profitability is to balance both the short term without sacrificing the long term.
Within the labor force in the US, and to a lesser degree the world, there is a substantial confluence of circumstances that cannot be ignored by C-Level leadership, and not limited solely to the role of HR leaders- decreased employee tenure and a shrinking workforce in key skill sets.
According to Liz Ryan, writing at Businessweek.com. “Actual employee rights in the U.S. are fairly limited.” She posits that because “it’s legal to make hiring and termination decisions for random (nondiscriminatory) reasons” (such as an employee’s favorite sports team), employees need a “Bill of Rights” to protect themselves.
Is the Fear of Failure the “Big Gun’ of motivational tools? Or just another negative voice in your head. The answer may surprise you.
The phrase Fear of Failure usually carries with it a stigma of being a ‘negative’ motivator, and therefore not a good motivator. I say ‘negative schmegative’.