I have three topics I would love to hear some thoughts and opinions on.
#1. In my industry/organization, the standard turnover for entry-level staff is 18-24 months. It has been suggested that we acknowledge to these staff that we recognize it's unlikely they'll stay longer than 18-24 months and tell them up front what's in it for them if they'll stay an additional year. My gut reaction is that this isn't a great start to the relationship. I think it's setting the bar low for expectations. Thoughts?
#2. My organization is moving to using a matrix system for determining merit increases. HR will rank staff based on performance scores. The staff with higher scores will receive a higher percentage increase. In the past, this was completely left to the discretion of the vice presidents. I'm interested in any advice/lessons learned from anyone else who uses this type of system.
#3. We evaluate staff on pre-determined competencies on performance reviews. I believe Mark and Mike are not fans of competencies. I'm currently reading "First, Break All the Rules" and the authors don't seem to like competencies either. I can't change this organizationally, but am looking for advice on the best way to manage my staff within our required performance management processes.
Thank you so much for your input!