The telecom industry is largely responsible for how our world effectively communicates. Telecom employees are highly valued as their efforts contribute to cutting-edge technology and services that shape our future and define our past. It is imperative that these employees are engaged, motivated, and developed even amidst industry challenges.
Stack ranking is a performance evaluation method that measures employees against one another and forces them into categories of top, middle, and bottom performance.
Positives of stack ranking include that it celebrates high-performers and reduces potential bias. Potential downfalls of stack ranking include unhealthy competition, an absence of core values assessment, it can create an anxious workplace, there is often a lack of consideration of additional performance factors, and it can lead to high turnover costs.
Best practices include transparency and fairness, clear performance expectations, and communication.
The 360 review process evokes mixed feelings given that recipients are opening themselves to feedback from peers, managers, direct reports, and external clients.
Thoughtful performance management and equitable compensation together make a people-first partnership that is essential in today’s business environment.
Upward feedback is an opportunity for employees to share their perceptions of, and experiences with, various leaders within their organization. Upward feedback allows employees to share these thoughts directly with more senior managers and leaders.
Peoples State Bank used WorkDove to create cultural change through the Ideal Team Player method. Learn the WorkDove apps they used to succeed!
