• Which Came First, The Salary Increase or Great Performance?
    Which Came First, The Salary Increase or Great Performance? Which Came First, The Salary Increase or Great Performance?

    Which Came First, The Salary Increase or Great Performance?

Which Came First, The Salary Increase or Great Performance?

I was recently providing training sessions to the staff of a company who was implementing a new performance management system. People were eager to learn about what was changing, and training participants brought a lot of great questions to each session.

The question posed by one person concerned me greatly, and unfortunately, it’s not the first time I’ve heard a version of this. She asked, “what’s the point of evaluating performance when we haven’t had a salary increase in two years? Some of my colleagues feel they no longer have to work as hard if they’re not getting an increase each year.”

I want to challenge you the same way I challenged her. Whether you’ve ever felt this way or not, you may know someone who has and this could be an opportunity for you to encourage them.


Consider the situation impacting your employer’s decision not to provide an increase to salaries at this time. Is it something within their span of control or is it a situation like we all experienced in 2008 and beyond with the meltdown of the global economy? Some employers didn’t even survive that downturn much less provide increase salaries. Try to understand what is driving your employer’s decision. Once you understand that, the next question is one of reasonableness.


Is the action your employer is taking, or not taking, with regard to providing salary increases reasonable? Using our recent economic challenges as an example, is holding the line on all costs, including salaries, a reasonable decision to ensure the employer stays in business and as many of us as possible continue to have jobs? I know our family did some belt tightening and […]

By |November 4th, 2014|Uncategorized|Comments Off on Which Came First, The Salary Increase or Great Performance?
  • Reading Recruitment Ads 101 Reading Recruitment Ads 101

    Reading Recruitment Ads 101

Reading Recruitment Ads 101

You are an enthusiastic job seeker.  I am an employer who needs to fill a job.  So far so good.  But here’s the rub – do your education, skills and experience match what I need?

Sounds easy to figure out but experience shows me that’s not always the case.  We seem to get into trouble somewhere in the translation between reality and desire.

Subjectively Reading the Job Ad

Job ads do a couple of things.  First, they define the job and what the employer is looking for in terms of skills, experience, etc.  Second, they allow you, the job seeker, to reflect on how closely you match the job requirements and self select in, or out.

However, you like the sound of the job, you’ve heard this is a good employer, maybe they’re very handy in terms of location, and the salary is attractive.  Suddenly the ability to be self-assessing and realistic becomes clouded by what’s in it for you as opposed to what’s in it for the employer.  Yin needs yang because they are interdependent and inter-related.  If both aren’t in harmony it won’t happen.

Before submitting your resume put yourself in the recruiter’s shoes.  Based on your experience and what the job ad calls for, would you really hire you, or would you be looking for someone more closely matched to the position?  Remember, most recruiters operate on the understanding that past experience, results, behaviour, etc., are the best predictor of future success.  If you haven’t actually done the work at, or at least close to, the level of accomplishment required in the job ad then you’re likely engaging in an exercise in futility.

Assuming The Neat But Totally Unrelated Things You’ve Done Will Make A Difference

You’re a […]

By |September 10th, 2014|Uncategorized|Comments Off on Reading Recruitment Ads 101
  • Your Horrible Boss! Your Horrible Boss!

    Your Horrible Boss!

Your Horrible Boss!

No, I haven’t seen the movie – I don’t need to because I’ve not only read the book I’ve seen the stage production in far too many workplaces.  There’s not much the movie can add to the real life experience.

People want to know what they can do to improve the situation when reporting to a horrible boss and recently I saw someone from a recruitment organization on TV who shared his perspective on how to handle a horrible boss.  His take was to meet with the horrible boss and explain the situation from your perspective.  Let them know how their behaviour affects you and your work and then discuss how the two of you can work differently in the future.

That’s a very reasonable approach and one I would support if you weren’t dealing with an unreasonable person.  You can try to be reasonable, but it’s at your own peril.  In my experience you might as well pour gasoline on yourself and strike a match.  You’ll get the same outcome.

Here’s my perspective and it’s based on years of experience in the HR trenches.  Under no circumstances try to reason with a really horrible boss.  I’m not talking about the boss who has high standards of performance, looks for regular results or expects you to act in a responsible and accountable manner by showing up on time.  Those are reasonable expectations.  I’m talking about unreasonable, abusive, intimidating psychos who treat people disrespectfully and leave a body count in their wake.  There is no reasoning with these individuals and if you try to go there you’re just setting yourself up for more pain.  A great person I really respect tried the “let’s sit down and have a heart to heart” […]

By |August 19th, 2014|Uncategorized|Comments Off on Your Horrible Boss!