Over the years, I’ve seen performance punishment (and the fallout) in action countless times, so this article felt important. Performance punishment, what is it? Performance punishment is a phenomenon whereby high performing employees are given additional tasks, subjected to increased scrutiny or criticism, and/or expected to work longer hours because
I’ve written before about my thoughts on salary transparency. I always encourage my coaching clients to make sure they’ve done salary benchmarking research and to always include salary expectations on job adverts. The reasons for including salary from the off are both obvious and varied, but include: This post focusses
I previously wrote and article about the difference between being assertive and being aggressive, and the fact many people confuse being aggressive with being assertive. Being rude with asserting. I liked these eight reminders about the difference between communicating aggressively versus assertively. Andy.
Some years ago – before remote working was a standard ‘thing’ – one of my co-workers used to leave voice messages on Slack and Whatsapp. No one really liked it, and it became a bit of a running joke (albeit one she was aware of). But she persisted. As trends
I talk about accountability a lot, and enjoyed this image I saw on LinkedIn recently with a homework example applied against the ‘accountability ladder’. Being accountable is one of the most important qualities of leadership, and also of just being a good human being. People with an Accountable mindset take
When teams are formed, they go through predictable stages of development. Recognising, understanding and responding to this development and performance ‘curve’ has the ability to transform good teams into great ones. A commonly used framework for these stages was developed in the mid 1960’s by Bruce W. Tuckman. His descriptions
It’s no secret that I love most of what David Hieatt and the team at The Do Lectures produce and put out into the world. One of their posts I saw recently on LinkedIn was too good not to share. Talking about ‘interesting’, the post says: “Interesting things happen when
It goes without saying that giving feedback is something you should be doing all year long, but it seems to me that the run up to the Christmas break provides lots of special and deliberate opportunities to express gratitude and deliver heartfelt thank yous to your team. You might already
Ask some one if they’re a gossip and you’re likely to receive a short, sharp burst of outrage and indignation, “Well of course I don’t gossip”. But as this article in Harvard Business Review points out, “ask them whether they have ever participated in a “confirmation expedition” — whereby they
A cool video outlining Spotify’s approach to engineering culture. You can see the full transcript here, but I’ve dropped some key points from the video below: Agile > Scrum When our first music player was launched in 2008, we were pretty much a Scrum company. Scrum is a well established
