by Ira Wolfe | Oct 22, 2014 | Employee Performance Management, Employment Testing
For decades and maybe even centuries, past performance has been a reasonably good predictor of future performance. It still is if … the job is repetitive and routine. Unfortunately that limits its use to primarily low-skill-low-pay. But since our world is changing...
by Ira Wolfe | Oct 16, 2014 | Employee Performance Management
In my last post I pointed out how ignoring your weaknesses was a flaw in the strategy to discover your strengths. Even Gallup admits that its research has been distorted. Let’s now move on to the second reason why relying on strengths alone is a path that may lead to...
by Ira Wolfe | Oct 13, 2014 | Employee Performance Management, Leadership
Recruiting and retaining talent is the highest priority in many companies. Discovering employee strengths is a popular strategy. Why wouldn’t management want to know if a candidate or employee had “the ability to consistently provide near-perfect performance in a...
by Ira Wolfe | Oct 9, 2014 | Employee Motivation, Employee Performance Management
We have all seen them. We might have even made fun of them. They “hover” over their kids, protecting them from the many horrible harsh realities of life – like losing a baseball game, getting a “C” for average work, or even being disciplined by a teacher or boss for...
by Ira Wolfe | Oct 7, 2014 | Employee Performance Management
Shhh! Do you hear those painful cries and sighs emanating from behind company walls? Those aren’t from the goblins and witches but employees and managers. The reason: It’s annual performance review time! As if the mere mention performance reviews isn’t enough to set...
by Ira Wolfe | Aug 27, 2014 | Employee Performance Management, Hiring Process
If you believe that past performance is a good predictor of future success, think again. Recent research has all but debunked the popular hiring model suggesting that success in the past can be replicated in the future based on innate talent (personality tests,...
