Tag Archives: Employee Performance

Looking Back at My 1st Year of Blogging

635867993253266683346579856_blog4Hard to believe I started this blog one year ago. It seems like only yesterday. Ironically, it was Sunday, January 3rd – the same date as today’s date.

Those early days were pretty lean when it came to readership, only a couple of folks to a couple of dozen in those first cold and blustery winter months of 2015. Most blogs – like most diet/exercise programs begun with a new year – last about four months. This blog is celebrating its 1st birthday and its readership has grown dramatically. Thank YOU for being a reader.

 Here were my top 3 most read blog posts of 2015:

We Never Called It Content

Larry Lujack, The Real Don Steele, Robert W. Morgan, Dale Dorman, Ron Lundy, Salty Brine, Bob Steele, and so many, many more. These names I’ve dropped are all no longer on the radio. Terrestrial radio anyway. We radio geeks like to think they are now Rockin’ N Rollin’ the hinges off the pearly gates. https://dicktaylorblog.com/2015/09/06/we-never-called-it-content/

Top 3 In-Demand Radio Jobs

What is the future for jobs in radio in our digitally connected world? Three jobs in particular stand out as being in demand right now and look to be still in demand as radio celebrates its 100th Anniversary in the year 2020. The first won’t surprise anyone, the second is a job that only recently became critical and the third is a job that’s been a part of radio since day one. https://dicktaylorblog.com/2015/02/22/top-3-in-demand-radio-jobs/

Why I Fired My Top Salesperson

My students are always stunned when I tell them about the time I fired my top salesperson. “Why would you do that?” they always ask. Today, I’m going to share that story with you.

In today’s competitive world, top performers are usually cut a little slack. There’s nothing really wrong with that, unless it breaks a culture of honesty, fairness and trust.   https://dicktaylorblog.com/2015/11/01/why-i-fired-my-top-salesperson/


I learned that my readers, while coming from all over the world, are mainly located in the United States, Canada and United Kingdom. My readership has grown to near 18,000.

Some of the posts I consider to be some of my most insightful you might have missed, the links are posted below:






Posts from this blog have been re-published in Tom Taylor’s NOW – Radio’s Daily Management Newsletter, radioINSIGHT, North American Radio Network, Radio Ink, James Cridland’s newsletter, and RAIN among many others (I know I’m leaving some wonderful publications and people out, my apologies in advance). Thank You for sharing my thoughts.

I’ve been invited to appear on Vlogs and podcasts by Owen Murphy, Ryan Wrecker and Larry Gifford as a direct result of my blog. Thank You too.

Next week I will begin a new year of blogging my thoughts about radio, education and the changes each is working through during the communications revolution caused by the Internet of things (IoT).

I hope you will continue to enjoy reading my posts and learning something from what I share. You’re always invited to share your thoughts in the comments section. I learned at the Wharton School that while no one can predict the future, it is amazing when minds come together and share their perspective of what the future holds, how close to what will happen can be revealed.

Let’s grow together in media mentorship.


Next week, I will take a look at the plight of the small to mid-size Internet streaming broadcasters’ dilemma in light of the Copyright Royal Board’s rates for 2016-2020 and why what’s happening is not new. It’s déjà vu.


Filed under Education, Mentor, Radio, Sales, Uncategorized

How Do You Measure Employee Performance?

Whether you’re the boss doing the evaluation or the employee being evaluated, it’s not a fun time on either side of the process. Evaluations never are, except maybe when you are rated “fabulous” by a boss who loves you.

Unfortunately, many bosses feel the need to find something wrong with an employee when doing their evaluation. The reason, I suspect, is to show that they know more than the employee or to give the employee something to work for in the coming year or to tamp down any employee expectations for getting a raise in pay.

Also the size of the organization, often determines how many questions make up the evaluation process. Some mom and pop operations probably avoid them altogether.


Studies have shown that 60 to 90 percent of employees, including managers, dislike the whole evaluation process.  Worse, the evaluation process has been shown to be ineffective, unsatisfactory and unreliable, and contribute nothing to making positive changes going forward.

So why does any organization do employee evaluations? Because they’ve always been done? Because every organization does them? Because (fill in the blank)?

Not very satisfying answers.


But the Harvard Business Review recently published a new way Deloitte is doing these dreaded annual reviews.   And I really like the concept.  Let me give you the “Reader’s Digest” version, but I encourage you to read about it in more detail.

The basic problem with employee evaluations is that they really tell us more about the person doing the evaluation than they tell us about the person being evaluated. That’s just messed up!

Ashley Goodall, director of leader development at Deloitte Services and Marcus Buckingham (author of the book “First Break All The Rules” which I recommend you read as well), worked on the employee evaluation redesign at Deloitte.

What they came up with is so simple, but beta test results show it to be effective too.

The new evaluation process contains four simple questions. That’s right, only four. The first two questions are ranked on a scale from one to five; from strongly agree to strongly disagree. The other two questions are answered with a simple “yes” or “no.”

So what are the four questions? They are these:

  1. Given what I know about this person’s performance, and if it were my money, I would award this person the highest possible compensation increase and bonus.

  2. Given what I know about this person’s performance, I would always want him or her on my team.

  3. This person is at risk for low performance.

  4. This person is ready for promotion today.

What do you think? I think it’s powerful.

But whether you adopt this concept or not, can we all agree that the employee evaluation process is due for a much needed overhaul?

What’s your new plan for evaluating your employees?

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Filed under Education, Mentor, Radio, Sales