Alex Sanders Hbr Case

squad Assignment Alex Sanders memorandum To Mr. Sam Glass From Team 8 fitting March 2nd, 2013 motif Alex Sanders In response to your inquiry regarding Alex Sanders and performance management, we dispose you to consider the chase recommendations. Your perception of Alex as a go-getter is suddenly accurate he has the intellect, drive, and ambition to accomplish goals with great success. In fact, lots of the groups success is correlated with Alexs involvement.We crystalise that his ad hominem motivators are honorarium, program line of refreshful tasks, and being spotlighted for his successes. In contrast, your firm is hoping to paint a picture value through increased aggroupwork, mentorship, and facilitating a more comfortable workplace. with this juxtaposition, we view that Landon negociate Products should tie a portion of Alexs compensation and in store(predicate) invent designations to his ability to improve in the following poetic rhythm overall team incorporat ion on projects and formal mentoring process to occupy reports.This alteration pull up stakes incentivize Alex to delegate work effectively and trust his team members, part ensuring that they are continuously coached and can extract value from his expertise. We realize that Alex may non be entirely welcoming of this change initially, precisely if you raise his manageable compensation level and designate a future promotion twain of which are contingent upon his improvement Alex leave behind reach positive new habits. In terms of performance management processes, we believe that the 360-degree method not a worthwhile means of performance feedback.The information is often damage because it is not an objective measure employees subconsciously prise their associates performance in relation to the benchmark set by their accept performance. As such, the selective information can be inherently flawed. We recommend that Landon allot Products use a balanced scorecard system to capitalize on the multi-dimensional performance measurement. This will give Alex and his colleague evaluation from multiple perspectives while mitigating the inherent biases of evaluating onenesss peers and superiors.Alex Sanders Hbr CaseTeam Assignment Alex Sanders Memo To Mr. Sam Glass From Team 8 Date March 2nd, 2013 Subject Alex Sanders In response to your inquiry regarding Alex Sanders and performance management, we urge you to consider the following recommendations. Your perception of Alex as a go-getter is absolutely accurate he has the intellect, drive, and ambition to accomplish goals with great success. In fact, much of the groups success is correlated with Alexs involvement.We realize that his personal motivators are compensation, mastery of new tasks, and being spotlighted for his successes. In contrast, your firm is hoping to extract value through increased teamwork, mentorship, and facilitating a more comfortable workplace. Through this juxtaposition, we believe that Landon Care Products should tie a portion of Alexs compensation and future project designations to his ability to improve in the following metrics overall team incorporation on projects and formal mentoring process to direct reports.This alteration will incentivize Alex to delegate work effectively and trust his team members, while ensuring that they are continuously coached and can extract value from his expertise. We realize that Alex may not be entirely welcoming of this change initially, but if you raise his achievable compensation level and designate a future promotion both of which are contingent upon his improvement Alex will create positive new habits. In terms of performance management processes, we believe that the 360-degree method not a worthwhile means of performance feedback.The data is often flawed because it is not an objective measure employees subconsciously evaluate their associates performance in relation to the benchmark set by their own performance. As such, the data can be inherently flawed. We recommend that Landon Care Products use a balanced scorecard system to capitalize on the multi-dimensional performance measurement. This will give Alex and his colleague evaluation from multiple perspectives while mitigating the inherent biases of evaluating ones peers and superiors.