Let’s clear up something right away. When I talk about PIPs, I’m not referring to Gladys Knight. (For those that don’t know who Gladys Knight is, I can’t help you).
But PIPs are Performance Improvement Plans. They are typically a list of goals outlined by a company to an employee that the employee must
As I highlighted last month, Vine — a new video-sharing app — is quickly infiltrating the workplace. Since my original post, I’ve been keeping tabs on what people are doing on it.
And it isn’t pretty. Videos seem to be increasing with people using hashtags like “#work” or “#worksucks” daily. They are also using hashtags
Writing a blog can be a lonely endeavor at times with the question of "Will anyone read this?" popping up from time to time.
And while the blog had its 400,000th (!) visitor earlier this month, it’s always nice to get some additional encouragement.
So, a tip of my hat to Above the Law
"Get Rid of Performance Reviews!" proclaims a UCLA professor in this morning’s edition of the Wall Street Journal:
To my way of thinking, a one-side-accountable, boss-administered review is little more than a dysfunctional pretense. It’s a negative to corporate performance, an obstacle to straight-talk relationships, and a prime cause of low morale at work. Even the
The Wall Street Journal has an interesting story this morning about employers who are seeking to implement and enforce arbitration agreements on employment law claims.
Arbitration of employment disputes took off in the early 1990s after federal legislation made it easier for workers to sue — and win big damages — over claims such as