As someone who wants to stand out and is willing to claw and scrape to get to the next level, I can't stand when managers force equity and don't value that.

Just good

Excellent Presentation.Thanks

Great and well presented 👍

Where is the course?

Thank you for this content! Seriously! It helped me get perspective and making informed decisions

how did you do it can you share with me , thank you

How do i deal with employees that gang up on me..and defend each others lies

High performing people are not all toxic misunderstood yes!!!

My toxic employee cleverly filed for FMLA, so is randomly absent and milking the system like crazy, putting us in an impossible and exhausting position. Everyone is certain he's secretly working a 2nd job, which is why he's calling out all the time. When he does show up, he's perfectly fine.

I have a toxic receptionist who management will not get rid of.

How do i create a pay structure with multiple variables, like base pay, performance and commission, team contribution etc?

Boycott this spam marketer.

Employee engagement surveys have ​very little impact on the outcome of an EE initiative. The survey, no matter how good, is simply a data gathering tool. When it's complete, all you have is data. Assuming the best survey and analysis tool was deployed nothing changes if HR cannot force change. In most organizations, HR is not in that position. So off they go with best data man can buy, but since nothing has been done to overcome the blocking of the culture, politics, and silos all that's going to happen is what HR can sell not what needs to change. The survey provider has no impact on the success of the initiative. The most successful company in this business uses a single nine-word survey question, but they take full responsibility for collecting the data and implementing the changes through the management team with support for the CEO. Fifty questions and we wonder about the participation level.

performance level should be look at for each individual

certain jobs why does the bonuses stop at you district and general manger never give reward to were the income comes from

why some jobs go base on federal structure and no more so your top performer and lower performer the same and they don't care

Great stuff, very helpful!

awesome presentation thanks

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Thanks for your awesome presentation. It would be helpful if you can share the sildes on slideshare.net Thanks a lot