Because Feedback Matters - (expansion on “Ohos and the and Mess with SCOTUS” post )

We received some feedback on our last post “Ohos and the Mess with SCOTUS.” Topical and sensitive posts often do that. We wanted to clarify the parallel we were trying to draw and highlight the example of how making a decision based on bias (and no data) can make people very frustrated, angry, and divide people. Better data = better decisions.

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Ohos and the Mess with SCOTUS...

Do you have a ‘Kavanugh’ you are about to promote? If you are only using your perspective and promoting without getting data from the people someone is about to lead and works with everyday…you might. I’m not saying Brett Kavanaugh should or should not be confirmed, I am saying if we (and Congress) had readily available feedback data from people who studied and worked with him over the years, maybe things would be going differently (and maybe with another candidate.)

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Retention is a Red Herring

Retention metrics are a good way to tell you how many people leave, but it doesn’t tell you why. Assuming retention defines how great a place is to work is a false indicator. How a company handles turnover can tell you more about the company than how many people leave.

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The dog with the bad leg

When I was a kid, my friend had a dog named, Cinders. This is his story of difficulty and triumph…and what it taught me about teams. We can all learn from the adaptability of others and sometimes, it’s good to realize when to stop fighting something…

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New HR is your key to avoiding PR nightmares

Revamping your performance management can do more than give you a better picture of where your greatest talent is, it can also show you were your greatest risks are as well. Bottom up feedback might be your biggest asset you aren’t using to mitigate racial, sexual, financial, and other legal pitfalls.

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