http://www.successfactors.com/blogs/business-execution/retention-is-up-thats-great-wait-maybe-not/ Execution is the Difference. Fri, 08 Jul 2011 01:35:13 +0000 hourly 1 http://wordpress.org/?v=3.3.1 http://www.successfactors.com/blogs/business-execution/retention-is-up-thats-great-wait-maybe-not/comment-page-1/#comment-276 Erik Berggren - Director, SuccessFactors Global Research Fri, 11 Apr 2008 22:05:56 +0000 http://blogs.successfactors.com/workforce-performance/uncategorized/retention-is-up-that%e2%80%99s-great-wait-maybe-not/#comment-276 I think that looking at people statically is very wrong. People's preferences vary over time and adjust to different contexts. Most if not all people have certainly felt being on both sides at different times. This is important when dealing with workforce planning or succession management. A person can't be labeled once and then that is the accurate assessment of that individual forever. This needs to be dynamic. You are right about how important this is for both the company and managing the income statement as it is for the individual. The relationship should be mutually beneficial. I think that looking at people statically is very wrong. People’s preferences vary over time and adjust to different contexts. Most if not all people have certainly felt being on both sides at different times. This is important when dealing with workforce planning or succession management. A person can’t be labeled once and then that is the accurate assessment of that individual forever. This needs to be dynamic. You are right about how important this is for both the company and managing the income statement as it is for the individual. The relationship should be mutually beneficial.

]]> http://www.successfactors.com/blogs/business-execution/retention-is-up-thats-great-wait-maybe-not/comment-page-1/#comment-277 Esme Wed, 26 Mar 2008 17:01:06 +0000 http://blogs.successfactors.com/workforce-performance/uncategorized/retention-is-up-that%e2%80%99s-great-wait-maybe-not/#comment-277 From personal experience, I have been both the top performer and the "free rider" at one point in time or another. The "free rider" occurred due to personal problems, and where overcome eventually. Thankfully my coworkers were able to carry me during those times. Monitoring of employee performance is a good idea in that it can not only help the organization, but perhaps also the individual who is not living up to their potential. From personal experience, I have been both the top performer and the “free rider” at one point in time or another. The “free rider” occurred due to personal problems, and where overcome eventually. Thankfully my coworkers were able to carry me during those times.
Monitoring of employee performance is a good idea in that it can not only help the organization, but perhaps also the individual who is not living up to their potential.

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