If it’s speed of development on a tight budget then React is probably your best bet. If you want something meatier and much more robust due to the learning curve required, then Angular is the choice. Want the best of both worlds? Vue advocates will certainly put their hands up for this category.
Those of us who’d experienced the trauma of near death — or who are still facing it — seemed the most elated to be at reunion. “We’re still here!” I said to my friend, who used to run a health company and had a part of the side of his face removed when his cancer, out of nowhere, went haywire. We were giggling, giddy as toddlers, practically bouncing on our toes, unable to stop hugging each other and smiling as we recounted the gruesome particulars of our near misses.
We have all become far more generous with our I love you’s. They flew freely at the reunion. We don’t ration them out to only our intimates now, it seems; we have expanded our understanding of what love is, making room for long-lost friends.
All processes, no matter how innovative, positive, or even causal to success, will run their course. In particular as a company matures, processes *always* have a tendency to cease to function as a tool and become the result themselves. This is always a mess.
formance process are when an employee dissects a mana…performance shine and importantly for managers hoping to make up for their lack of feedback/action. The worst moments in a performance process are when an employee dissects a managers comments and attempts to refute them or when a manager pulls up a bunch of new examples of things that were not talked about when they were happening. Best practice: Lower the stakes for the document itself and make it clear that it is not the decision-making tool for the process.
ts (to be “fair”) you devalue all the ones not associated with what a person cares about the most, and ge… certainly get lost once a person sees their compensation or once a manager has to assign a rating. When you try to separate these elements (to be “fair”) you devalue all the ones not associated with what a person cares about the most, and generally people care about different things at different points in their careers so it is giant guessing game about how to find the rewards that a person desires (use the budget where it has the most impact). Any suggestion as to how to be more fair, allow for more flexibility, provide more absolute ratings, or otherwise separate performance from compensation must still come up with a way to stick to a budget. The presence of a budget drives the existence of a system. There is always a budget and don’t be fooled by “found money” as that’s just a budget trick.
hat ultimately has a budget. The vast majority of mechanical or quantitative effort in the system is not …etc.) No matter what an individual’s compensation is part of a system that ultimately has a budget. The vast majority of mechanical or quantitative effort in the system is not about one person’s performance but about determining how to pay everyone within the budget. While it is desirable to distinguish between professional development and compensation, that will a…
That’s why I’ve found the best way to select metrics isn’t to start with numbers, but rather to start with a plain-language statement about what a successful outcome would look like in human terms. In other words, how will people’s lives be improved if your efforts are successful? This should be an aspirational statement that captures the essence of the change you’re trying to make in the world. Once you’re in agreement on this statement, select a single metric (or small group of metrics) and …