[Shotimes] Re: (OT) How to avoid the pitfalls of pricing

[Ron Porter]

This has been SOP for many (successful) companies since the '80s. I had to
do for my employees that while working for Citicorp in the late '80s.

It may sound tough, but it's the only measurement that makes sense. You are
only as good/productive as your peers in your current position.

Ron Porter

-----Original Message-----
From: shotimes-admin@autox.team.net [mailto:shotimes-admin@autox.team.net]
On Behalf Of Alan Fanning
Sent: Thursday, December 22, 2005 3:15 PM
To: SHOtimes
Subject: RE: [Shotimes] Re: (OT) How to avoid the pitfalls of pricing

At GE, where I work, we are ranked annually with our peers - from top
performer to bottom. If you are ranked in the bottom 10% for 2 years in a
row, you'd better be working on your resume. This approach has been used for
many years, even as the local business has been whittled down from >7000
employees in the 70's to a few hundred now. I consider myself a "survivor"!

    Alan


wrote:

> Right.  To some extent, I agree.  Get rid of the dead wood.  Those that
> prove their value, keep.  And give them a raise every year.
> 
> If you don't at least try to do the annual review and
raise_as_an_incentive
> thing, no one will feel they need to work harder than the next guy. And
> others will leave.
> 
> I guess really it depends on the company, and perhaps the industry.  These
> days, it could be said that some people will try and prove themselves just
> to keep their job, as opposed to trying to get a raise.
> 
> Of course, none of this applies to the UAW.  :)
> 
> Dave
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