Blog

(an analogy that will make you rethink your current employee selection processes) Australian managers rate about one quarter of their employees as high performers, about 50% as being adequate to very good and the final one quarter as being not-yet-competent (sub-standard). Which beggars the question:   WHY??? Why do business owners and managers accept such poor outcomes and, even worse, are content to kee....

I guess that I have your attention now!   The full quote from Warren is:   “There comes a time when you ought to start doing what you want. Take a job that you love. You will jump out of bed in the morning. I think you are out of your mind if you keep taking jobs that you don’t like because you think it will look good on your resume. Isn’t that a little like saving up ....

Recently the ABC’s “WorkLife” Program conducted a very insightful podcast with Laszlo Bock and others on “Let’s improve the way we hire people” (listen).   The key message through this podcast is that the vast majority of employers are not very successful at selecting future high performers because their selection processes are less than adequate. I thought that Laszlo made some very ins....

There are three indisputable facts when it comes to providing coaching and training to managers and employees: We know that about half of the training is wasted, we just don’t know which half We find it hard to justify using an external resource, mainly due to us not wanting to admit we can’t do it ourselves There is not an obvious direct correlation between the benefits received and the cost of the se....

I recently read an article by Alec Bashinsky (Head of People & Performance, Deloitte, Australia) regarding Deloitte banning performance reviews. My first thought is that this is a classic case of throwing out the baby with the bath water until I read further that they are actually not banning performance reviews, they are in fact replacing yearly structured reviews with “…a more informal, continuous appraisal and performance f....

1. Establish Clear Goals Before implementing a 360 degree leadership development program, it is imperative that the management team first agree on the purpose of the program including expectations, timelines, measurements to be used and a process to ensure accountability for ongoing development (i.e. development of Leadership Action Plans). 2. Do not rely on Generic Surveys There are many 360 degree surveys available bu....

It is not because they always want to know WHO was responsible for an action, it is because they both think they have a continuous natural 360° vision of their world; but in actual fact they don’t. We have all seen videos of owls turning their heads 180 degrees to the left and 180 degrees to the right. But this does not mean they can swivel their head 360 degrees, in fact they can only swivel their head a maximum of 270 degre....

For many folks this year will mark the start of a new role, quite possibly with a new organisation. Many will be rolling up to their new corporate offices, 'bright eyed and bushy tailed' with a sense of excitement, enthusiasm... and maybe just a little concern. The concern could be borne of any number of thoughts going through their minds - "Have I made the right move?", "Will I be successful here?", "How suppo....

At Peoplogica our motto is “Love Your Work”. It’s a state of mind we’re dedicated to helping everybody achieve. And by helping you to identify and help your team members do what they are best suited to, chances are your colleagues (and boss) will be saying it more often, about your work too! With Valentine’s Day just around the corner we thought we’d share some ideas on how you can help your team mem....

Maybe this story about square watermelons will make you challenge the way you currently recruit and performance manage your people!   If nothing else you will be asking yourself “Is there a better way?   ---------------------------------   Japanese grocery stores had a problem, as they are much smaller than Australian supermarkets, they really don't have any room to waste....