Why Performance Improvement Plans don’t work
With apologies to my human resources friends, I don’t like Performance Improvement Plans (PIPs).
With apologies to my human resources friends, I don’t like Performance Improvement Plans (PIPs).
In my conversations with owners, it inevitably comes up that they take compensation in a variety of different ways.
It seems to be common for agency employees to ask for raises and promotions much more frequently these days.
As tax day approaches here in the United States, it is as good a time as any to highlight an important financial issue that many agency owners get wrong.
Weekly 1:1 meetings between managers and their direct reports can make a bigger difference in the success of an agency than almost anything else that they do.
The reality is that recent developments in artificial intelligence, as seen in tools like ChatGPT, may hint at both promise and peril for communicators.
Many agency owners come to me with the knowledge that they have a lot of things that they need (or want) to change about their businesses.
Agency owners actually make money in two different ways, even though they often treat it as a single income stream.
As business owners, we sometimes need to think about unpleasant things. One of those is what happens if we get hit by a bus (literally or otherwise).
Agency owners commonly ask me what they should be setting as target utilization rates for their employees.