Tuesday December 10, 2013
Performance development planning in most companies should be well under way now. Employees deserve a concise understanding of their expectations for this quarter; in fact, clear expectations are what employees most want from you.
They also like timely feedback about how their work was perceived during the last quarter. That said, the best goals are measurable and employees should "know" how they performed. Still participating in an old-fashioned, traditional performance appraisal system? Your organization needs this information.
Performance appraisals, performance reviews, appraisal forms, whatever you want to call them, let's call them gone. As a stand-alone, annual assault, a performance appraisal is universally disliked and avoided. After all, how many people in your organization want to hear that they were less than perfect last year? How many managers want to face the arguments and diminished morale that can result from the performance appraisal process? Learn about performance management.
Ask Susan: Unfair - Changed Rating in Performance Review?
Image Copyright Pali Rao
More About Performance Management
Monday December 9, 2013
Organizations develop dress codes for a number of reasons. Some don't trust employees to dress appropriately for work. Others have a particular standard and look that they believe enhances their business objectives in the eyes of the world.
My own company's dress code is casual and the whole policy is about a paragraph long. For your workplace, consider a brief, simple dress code unless you have business objectives that require a detailed code.
Whatever else you do, please don't adopt a detailed dress code because you have a few employees who don't know how to dress for work. Deal with their business attire on an individual basis.
Casual dress is the standard for this detailed dress code that differentiates between clothing worn in manufacturing and clothing worn in the office. Learn more about casual dress in this dress code.
Use this dress code introduction letter to introduce your dress code. This Policy Receipt Acknowledgement Sample will help you make sure that all employees are informed about and understand the dress code.
Image Copyright Christopher Robbins / Getty Images
Find additional dress codes and especially photo galleries of people dressed in casual dress - formal dress - business casual.
Monday December 9, 2013
Reader Question: Dear Susan, My company is looking into the pros and cons related to having a designation-less organization.
I have to give my Vice Presidents (as of now) a presentation on this topic. Any help that you can provide would be a starting point for me. For instance, if you have examples of companies that have implemented this (both successfully or unsuccessfully), I would appreciate your help.
Also any literature references that you may have in regards to designation-less organizations are appreciated and welcome. Thank you for any help that you can provide.
My response for the reader: Dear Arlen, I am sorry but I have not researched nor written about the topic of designation-less organizations or organizations without job titles.
In my own company, we have traditional titles. In companies that I have worked with that called every employee "associate," as an example, everyone, including customers, "knew" what the associate "really" did. As an example, the associate was "really" the VP of marketing.
I am afraid that, in my experience, a cultural change of equality (changed values) must occur first, for title-less or designation-less organizations to work or make sense. I am posting this on my blog anonymously to see what readers think. Thank you for the question and for reading my site.
Thoughts for This Reader?
I have little experience of organization that have employees with no titles or the same titles. What have you experienced? Please comment.
Image Copyright Dieter Spears
Sunday December 8, 2013
I've answered hundreds of questions from readers over the years. But, for the most part, they have been on this blog and in email and are hard to track and see by other readers. I've changed that.
Now, all reader questions and answers will be captured in a feature called, Ask Susan. In this way, all readers will benefit from the questions and answers asked by other readers. And, I will have the opportunity to assist more of you in trying to create effective, successful workplaces.
You can access your opportunity to ask questions here. You can see the complete list of questions that I have already answered by visiting my new Ask Susan Questions and Answers page.
I haven't captured all of the reader questions that I've answered over the years, but I have saved those with the most reader relevance. Your feedback is most welcome. Thank you.
Image Copyright Susan Heathfield
Questions Answered During the Past Week