<$BlogRSDUrl$>

PLEASE WAIT FOR THIS PAGE TO LOAD, it can take a minute, but it's WORTH IT :)
While you are waiting, feel free to check out why I capitalize the K in SKye: capitalization and brand recognition as well as my lazy typing

SKye's Blog

a day in the life... [homepage: http://sites.google.com/site/dskyehodges/Home/|http://skyehodges.netfirms.com]
The HomePage of D. SKye Hodges CLICK HERE to go to my Google Sites homepage
CLICK HERE to go to my netfirms homepage (my newer pictures)
CLICK HERE to go to my Picasa Hompage (my newest pictures)
< FREE! SKANNERZ BARCODES HERE >
Creative Commons License
This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivs 3.0 License.
"Note to journalists and other readers: Unless you receive express written permission to the contrary from the author of the content of this blog/website, reproduction or quotation of any statements appearing on this blog/website is not authorized, except for the purpose of PURE and ABSOLUTE personal, non-commercial use. Any quotation from this website must contain a link back to its source."
Helpful tip... Use your browser SEARCH button to find the keyword that brought you to my site, or use the search above in the Blogspot toolbar
I really don't blog much anymore, I do share items in Google Reader, and I post in Facebook... Blogs are getting to be "so 2010"...
Google Groups
Subscribe to D. SKye's Blog
Email:
Visit this group
here is the changelog for my page: http://www.changedetection.com/log/blogspot/dskye/index_log.html
read all my shared items: D. SKye's RSS Shares

20080415

Incentive plans always go awry | Wise Bread

Incentive plans always go awry Wise Bread Part of my "how to build a better team" series of posts. I like this article because it emphasizes not pitting your team against a "prize" (ie making them work AGAINST eachother, but instead help then work together). I'll have to add the original article that got me thinking about teamwork (and Peer evals) here (maybe I blogged this one already?):

  • I've been trying to "Crack the code" of peer ratings since I came to Novell (even though they don't seem to do them anymore), one of the biggest flaws in the old peer rating system is that you could rate everyone on your team as a 5 (on a scale of 1 to 10, 10 being best), and if most people rate everyone else on the team as a 7, then your average points go up quite a bit. I noticed this because my first peer review that I did I rated everyone as a 9 or 10, and I had the lowest peer rating on the team (because on average, other team members averaged others at a 5--some 6's, some 7's and 4's, but mostly 5's) Thus, I got penalized for feeling like I worked on the best team at Novell.



  • Anyway, I've done many spreadsheets to try to find a solution to this problem, and the best solution that I could ever come up with was a "ranking" system, you rank everyone on the team except for yourself from 1 to x, it will be plainly obvious to a manager who the "top" performer is, because a lot of people will rate that person with a 1 (1 being good). Anyway, this article is a fresher approach to team evaluations, one method for allowing an individual to "Self-Evaluate" and then comparing that evaluation to the team (and rewarding that individual the closer he rates himself to the team), or the other method, which uses a "Mean" rating, which means if you are rating 10 people from 1 to 10 then your scores must add up to be 50.... Anyway, here's a quote from the article, and a link, in case anyone is interested. I haven't seen any peer reviews at Novell for the last few years, but if they want to bring them back, hopefully someone will take a look at this article,


  • "One of the most difficult problems managers face is how to allocate bonuses to members of a team when there is scant information on the contribution of each member to the team's success. We'll look at a procedure whereby the members of a team assess the contributions of everybody, including themselves. It rewards honest self-assessments by motivating members to say what other members think they deserve. Members receive more or less what they request, avoiding disappointment and obviating recriminations."


    http://plus.maths.org/issue46/features/brams/index.html

    Post a Comment http://dskye.blogspot.com/2008/04/incentive-plans-always-go-awry-wise.html

    Archives

    August 2003   September 2003   October 2003   November 2003   December 2003   January 2004   February 2004   March 2004   April 2004   May 2004   June 2004   July 2004   August 2004   September 2004   October 2004   November 2004   December 2004   January 2005   February 2005   March 2005   April 2005   May 2005   June 2005   July 2005   August 2005   September 2005   October 2005   November 2005   December 2005   January 2006   February 2006   March 2006   April 2006   May 2006   June 2006   July 2006   August 2006   September 2006   October 2006   November 2006   December 2006   January 2007   February 2007   March 2007   April 2007   May 2007   June 2007   July 2007   August 2007   September 2007   October 2007   November 2007   December 2007   January 2008   February 2008   March 2008   April 2008   May 2008   June 2008   July 2008   August 2008   September 2008   October 2008   November 2008   December 2008   January 2009   February 2009   March 2009   April 2009   May 2009   June 2009   July 2009   September 2009   October 2009   November 2009   January 2010   April 2010   May 2010   June 2010   August 2010   September 2010   October 2010   November 2010   May 2011   September 2011   November 2011   June 2012  

    As always, you can go to my homepage to check out my jump points to some of my other sites: http://www.geocities.com/d_skye_hodges

    This page is powered by Blogger. Isn't yours?