Reason #1 why I’m jealous of Marketing & Sales. — Hello, Boss! Imagine…you’re the CEO of a large business. You’ve got a lot on your agenda. Product keep telling you they need some engineers to implement the seemingly endless list of customer needs before the next big enterprise deal will close. Your legal team have just let you know they’ve…

So you wanna be a remote company? Sure. It’s better, but it’s also harder. — I connect very easily with impatient people (I too am an impatient person). Sometimes I like to think of it as a blessing; as if the more impatient people I know the more ambitious we become as a collective. A murder of crows, a warren of rabbits, a ‘drive’ of…

My search for truth begins with the hypothesis that the current method for collecting performance data is flawed. — Something I presumed wasn’t really ‘improvable’ — performance calibration. It’s arduous, labor intensive, and still struggles to remove the biases it aims to mitigate. That said, as far as I could work out, there just wasn’t really a better way. Heck, only a few months ago I wrote a three-part…

Or — more simply — we need to stop congratulating ourselves until we figure out performance assessment data. — If you’re the kind of person who looks at HR strategy documents, something I’ve been known to do, you’ll see hundreds of the same. Groundhog day with exuberant copywriting. “Here at Sprookle, our team will: Nurture the optimal culture. Hire the best people. Facilitate, no — demand!, high performance!”

The history of our game-changing data-driven solution to employee and workforce assessment, built for CEO insight. — When one thinks of a game-changing tool for CEOs to get insight into employee and workforce performance, the first thought probably isn’t grading MBA papers at Wharton. Yet, that’s precisely where Peerful’s story began. …

Is there any evidence which behaviors drive success and financial performance? — Over the years (🦖) I have seen some pretty horrendous performance and feedback structures. Long, wordy forms and documentation with open text fields, confusing questions, and impossible quantities of qualitative data to produce (and synthesize). Some of the performance review and appraisal processes I have encountered have been just ineffective…

I deeply respect and admire people who are across their numbers. For me, there is such an impressive quality to a colleague who can come into a discussion prepared with knowledge about the health of not just their team, but the teams they connect to, even more so if…

Hot take time. 🔥 🕐 In many ways, the first two parts of this series are easy. They don’t really require much more than putting some concrete form around esoteric, cerebral conversations and ideas. Come up with a framework to measure performance, then have conversations about how you apply that…

I’m baaaaack, and in record time. I’ve never written two back-to-back blogs so quickly. ⚡️ In the first part of this series, we discussed the importance and complexity of connecting performance and compensation. …