The hardest paragraph to write in this one was the promotion documents. I led with results when I put my people up, because results are what the system could read. I was not gaming anything. I was describing good people in the only language the room understood, which is exactly how a culture stays what it is.
The forty percent turnover promotions still bother me. So does the fact that I understand precisely why they happened.
So a question for this thread: what does your organization actually pay for? Not what it says. What behavior, in the last person who got promoted, carried them over the line?
Well, the "Teams comparison" also applies to the 16-0 Patriots vs. the 0-16 Browns. "Do your f..g job, do not freelance and be ready to be shipped out (traded / released / renegotiated downwards), if your current price point does not match your performance".
The hardest paragraph to write in this one was the promotion documents. I led with results when I put my people up, because results are what the system could read. I was not gaming anything. I was describing good people in the only language the room understood, which is exactly how a culture stays what it is.
The forty percent turnover promotions still bother me. So does the fact that I understand precisely why they happened.
So a question for this thread: what does your organization actually pay for? Not what it says. What behavior, in the last person who got promoted, carried them over the line?
Well, the "Teams comparison" also applies to the 16-0 Patriots vs. the 0-16 Browns. "Do your f..g job, do not freelance and be ready to be shipped out (traded / released / renegotiated downwards), if your current price point does not match your performance".