HBR: How Criticizing in Private Undermines Your Team

userpic-2060-100x100Our Summary: Criticizing employees in private is not healthy for the team.  A better approach is to, respectfully, raise the issue in a team meeting driving, peer accountability.

This relates to FairSetup in a huge way – the very process that we recommend to our clients encourages group feedback.  There are several elements here: Continue reading

HBR Blog: When Your Incentive System Backfires

userpic-841-100x100The author goes to an Asian city and tries to get on the bus.  The bus keeps passing by.  Why?  Because the bus driver’s bonus is connected to being on time, not servicing customers, resulting in a behavior that is opposite to that which would be optimal.  This model is the focus of the article.  Conclusion: be careful about identifying what’s important and how you drive participation. Continue reading

TLNT: Being The Boss: Why is Becoming a Manager So Difficult?

Our Summary: most managers remain mediocre, because they fail to recognize the difference between managing others and managing themselves.  Such managers slip into comfortable coasting after making the initial transition into a management role and fail to grow into good managers.

FairSetup thoughts: we’ve noticed that FairSetup creates a very significant pressure on managers to evolve as they themselves become part of the evaluation cycle and are receive constant feedback from their reports.  The pressure from one’s boss can be mitigated with careful political maneuvering, but one’s reports generally have a much deeper understanding of whether the business unit is moving in the right direction and whether the manager is doing his or her part in the system. Continue reading