Jerk Bosses I Have Known » Performance Management http://www.jerkbossesihaveknown.com Fire Your Boss or Supervisor Sun, 15 Jan 2012 01:57:09 +0000 en hourly 1 http://wordpress.org/?v=3.3.1 And Yet Another Example of "Management in Action" http://www.jerkbossesihaveknown.com/251/and-yet-another-example-of-management-in-action/ http://www.jerkbossesihaveknown.com/251/and-yet-another-example-of-management-in-action/#comments Wed, 10 Dec 2008 02:41:23 +0000 admin http://www.jerkbossesihaveknown.ryeglasses.com/?p=251
And Yet another example of goobly-gook or “alphabet soup”  from the mouths of alleged managers. “We know”- translation – you don’t – or better yet we have the perks and you don’t Perks of management can often be best described as luxuries given to management that the firm cannot rationalize – “Its a perk of [...]



]]> And Yet another example of goobly-gook or “alphabet soup”  from the mouths of alleged managers.

“We know”- translation – you don’t – or better yet we have the perks and you don’t

Perks of management can often be best described as luxuries given to management that the firm cannot rationalize – “Its a perk of management”
Fine I guess it the business / organization / company was prospering.

Yet its not – its as if more management is needed to parcel out and control the limited resources now available

All the while shepherding resources to retain the “Perks of Management”
Another clear example of management by Dilbert :

While most people don’t distinguish between goals and objectives in every day conversation, I find that performance management practitioners sometimes use the word goal when they really mean target. This potential confusion between objectives and targets explains why I usually recommend against using the term goal when establishing a standard performance management terminology.

From my point of view, objectives, KPIs, and targets are related, but distinct, items:

An objective describes what you want to accomplish.

A key performance indicator (KPI) monitors progress towards a specific objective.

A target is the value of a KPI a defined moment in time.

As always, a simple example is useful. Imagine a runner who has entered a marathon with the objective to win the race. On the surface, accomplishing that objective is binary – the runner either does or doesn’t win the race. However, to better understand the runner’s performance, we can create the KPI ‘position at the end of the race’ and set the target to be 1. We judge the runner’s performance by creating a grading system that compares the actual value to the target:

1 = success

2-20 = pretty good

>20 = not acceptable

In other words, anything but a top 20 finish would be viewed as poor performance. We could even map these categories to the classic green/yellow/red stoplight metaphor.

The system is very adaptable. As this runner improves over time, we can change the grading system for future races so that only a top 10 finish would be considered good performance. Another, less accomplished runner, could share the same objective and KPI but create a different target and grading system as follows:

< 25 = success

25-100 = pretty good

>100 = not acceptable

By changing the KPI ‘position at the end of the race’ to just ‘position’, we can even monitor progress during the race . Effectively we have switched from a lagging to a leading indicator of performance.

If you’re a runner, you may have recognized a potential complication. A runner who is a strong finisher may not expect to be in the top few positions during the first half of the race but wait to the last few miles for a closing kick. In fact, any particular race may have a disproportionate number of fast starters (so-called rabbits) that don’t pose a serious threat.

To handle this situation, we can introduce a second KPI that monitors performance for the same objective: ‘average time per mile’. Average time per mile can be measured at various points during the race to benchmark performance. Depending on your skill level, the multiple targets could be 5:00 at mile 4, 5:35 at mile 10, and 5:20 at mile 20. An appropriate grading system might be < 2 seconds difference = success, 2-5 secs difference = pretty good, >5 secs difference = not acceptable. Average time per mile also allows you to compare performance between races and between runners with similar capabilities.

We all want to win the race. But we can do a better job of improving performance if we focus on targets to allow us to reach our objectives.

source :  http://alignment.wordpress.com/2008/10/05/target-vs-goal/

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Blog Traffic Exchange Related Websites ]]> http://www.jerkbossesihaveknown.com/251/and-yet-another-example-of-management-in-action/feed/ 0 Management Accountability in the Current Economic Climate – Planning Ahead http://www.jerkbossesihaveknown.com/245/management-accountability-in-the-current-economic-climate-planning-ahead/ http://www.jerkbossesihaveknown.com/245/management-accountability-in-the-current-economic-climate-planning-ahead/#comments Tue, 09 Dec 2008 22:52:33 +0000 admin http://www.jerkbossesihaveknown.ryeglasses.com/?p=245
It is more than a well known fact to mankind that the business cycle is just that a cycle.  When I an employee asks for help – a new employee who should be receiving “training”  from experienced staff ( management)  they may well be told  “and my job is to manage”.  Yet ask those same [...]



]]> It is more than a well known fact to mankind that the business cycle is just that a cycle.  When I an employee asks for help – a new employee who should be receiving “training”  from experienced staff ( management)  they may well be told  “and my job is to manage”.  Yet ask those same authorities what “management ” entails other than being a badge of honor , acclaim or reward what management truly involves and you will be met with more than one blank stare and the phrase ( or mantra)  “I am the manager”. “I am the boss” etc etc etc.

So too is it with the current business cycle.  If times are rough for sales then the refrain to staff ( who are receiving negligible pay packets)  is “stay the course”.  That is of course even if the ship is sinking fast.

Yet when it comes to the current business downtown the bosses are throwing the staff off the top deck of the ship as fast as they can.  Downsizing , layoffs, firings are all standard and indeed the norm.

What happened to the concepts of planning ahead and of being “proactive”.  Should not this been taken into account with forward looking planning.  Was it now now obvious to all that 1) perilous times were coming  2) business is a cycle.

Dilbert on risk management « Manage By Walking Around – Tagged: “performance management”, “strategy management”, dilbert, risk. You can follow any responses to this entry through the RSS 2.0 feed. You can leave a response, or trackback from your own site. …

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Yet you may of heard the phrase from the mouth’s of idiot managers “Our job is to think” or “Our job is too look ahead /manage”.  If these people were negligent should not they be the one’s held responsible and whose heads should be on the chopping block ?  Was management involved with bond trading at Lehman Brothers reprimanded in any way  or held vaguely responsible ?  At the best they received large bonuses and were promoted .  At the worst they were made sacrificial lambs , fired and are now in position of authority , trust and management safely at some other firm  where they are in positions to advise and “manage”.  More of the same.

its all very similar to the executives or General Motors going to demand money from the US congress with no business plan whatsoever prepared.  But then again would you of expected different ?

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Blog Traffic Exchange Related Websites ]]> http://www.jerkbossesihaveknown.com/245/management-accountability-in-the-current-economic-climate-planning-ahead/feed/ 0 The Financial Meltdown – Performance Bonuses for Upper Management http://www.jerkbossesihaveknown.com/223/the-financial-meltdown-performance-bonuses-for-upper-management/ http://www.jerkbossesihaveknown.com/223/the-financial-meltdown-performance-bonuses-for-upper-management/#comments Fri, 28 Nov 2008 01:22:04 +0000 admin http://www.jerkbossesihaveknown.ryeglasses.com/?p=223
The “financial meltdown”. Yet another example of current management trends and values. Here the Titanic is slipping below the water and both on the well known fated voyage and the demise upper management is congratulating themselves on their well earned bonuses, when in reality they should be sacked or if the angry mobs of Americans [...]



]]> The “financial meltdown”. Yet another example of current management trends and values.

Here the Titanic is slipping below the water and both on the well known fated voyage and the demise upper management is congratulating themselves on their well earned bonuses, when in reality they should be sacked or if the angry mobs of Americans had their way shot.

Legends in their own minds.

Pure evil.


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