When it comes to performance appraisals and the linking of performance ratings to pay, there are two schools of thought: It’s BAD, because managers can be put under pressure to downgrade appraisal ratings in order to suppress pay raises. This can create an unhealthy dynamic between the manager and their direct reports and can lead…
The data collected through the deployment of the Talent Chaser software solution shows that great innovators can bring to the table skills and knowledge that can help an organization introduce innovative management processes. It also turns out that as organizations improve “bottom-line” performance, their capacity to provide work environments that are more motivating for employees…
Data collected through the deployment of our recruitment and employee management software solution Talent Chaser shows that, while reducing employee turnover is not easy, part of the solution involves embeddinginnovative people (Intrinsic Thinkers) into all levels of the organization including roles not traditionally thought of as needing such talent. Intrinsic Thinkers are born innovators who…
Understanding how thinking styles influence employee behavior and motivation can have a substantial impact on an organization’s employee retention strategy and on reducing employee turnover rates. I dedicated a series of blog post to describing two predominant styles of thinking, namely Intrinsic and Extrinsic Thinkers and their effects on employee performance. In this blog post,…
Intrinsic-Extrinsic partnerships can be highly effective in problem solving situations. However, problems can arise which can lead to a failure of proper dialogue developing between the two. Where this becomes pervasive, employee retention programs can suffer and employee turnover rates often increase. Avoiding the ‘Yes-Man’ Syndrome The alternative to dialogue is monologue, a concept originally…
Intrinsic Thinkers are typically both risk takers and change oriented. By making sure that recruiting solutions take this into account, it is possible to improve employee performance management best practices and build effective employee retention programs. In my blog posts about thinking styles, I have described employees with the intrinsic style of thinking as creative…
As mentioned in my last blog post, Extrinsic Thinkers are both risk averse and change resistant. This needs to be taken into account in recruiting solutions as part of an effective employee retention program. In previous blog posts, I have also described employees with this style of thinking as having strong listening skills and individuals who…
So far, in our blog post series about how employees’ thinking styles affect job performance, we have described Intrinsic Thinkers as innovative, poor listeners who love change and Extrinsic Thinkers as strong listeners who solve problems in collaboration with others and who tend to be change resistant. We have also referred to performance evaluation examples…
Without doubt, thinking styles influence employee performance. In this series of blog posts about the strengths and weaknesses of Intrinsic Thinkers and Extrinsic Thinkers, I have explained how studies of performance appraisal data collected through Talent Chaser have shown that Intrinsic Thinkers are innovative people, but frequently poor listeners and that, as a consequence, they…
