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    Just undo it July 24, 2013
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    Means versus the end January 18, 2013
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    We are looking for any type of group or organization to help us fine tune our leader game. If you think your group could benefit from better communication and feedback and some different perspectives, contact us to participate in a pilot.

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  • Speaking engagements

    Karen and Dwight are available to speak to your group about better ways of managing people. We have several talks about leadership development, performance management, and talent management. If your group is ready to hear about improving engagement and innovation with simple and creative methods, contact us.  

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  • Why Undo?
  • Problems with HR policies
  • You need to undo them
  • Simple practices are all you need

Our Principles

We believe it is the simple actions, like how we communicate and how we treat people every day, that have the biggest impact on an organization. Standardization, systemization, sorting and ranking bring out the worst in people. For this reason, we offer UN-Human resource services.

Learn more about our values and principles

OUR SERVICES

UN Performance Management Managers hate the performance appraisal process. Why? Because it is a cumbersome, rigid process of questionable value that takes too much time and makes employees and managers defensive and uncomfortable. OP believes that real performance management lies in the relationship between the manager and the employee, not in the paperwork.
Performance Management
UN Workforce Planning Most companies spend several weeks to months every year sorting and ranking employees in high, average, and low performing buckets. We believe that this labeling adds no value to the company while demoralizing the majority of the workforce. OP believes that if you spent that time finding the right fit for your employees that most of your workforce can be high performing.
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UN Leadership Programs Many companies spend months to years developing competency models which contain a laundry list of skills that all employees are expected to attain. Instead of improving diversity, achieving excellence, and creating innovation, this model embeds mediocrity and decreases the diversity of thought. OP believes that developing a leadership skills can be done by everybody every day with a simple game.
Performance Management
OD Games Conventional wisdom states that change is hard and learning is work. Therefore, learning and change are confined to special initiatives and to classrooms. OP believes that change and learning are easy and fun when you work with the natural capacities of people rather than against them.
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LATEST BLOGS

Just undo it I don't know why, but our first inclination when we encounter some kind of problem is to institute a new policy, procedure, or initiative to address it. However, we rarely spend any effort finding the cause of the problem. In my experience, many organizations have layer upon layer of policies and systems to address issues, but the issues are still present because their causes are still present. July 24, 2013
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Why do we torture ourselves? A new year often is the start of a new beginning.  It is time to begin anew, to turn a new page, freshly scrubbed of guilt from foibles past.  Just not when it comes performance reviews. September 23, 2013
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Another Reason why Pay for Performance Doesn't Pay Daniel Pink's book, Drive, summarized some of the research on how people are motivated  and how they are not, with money being a huge de-motivator. Even though this book was a huge popular success, very few companies have eliminated their incentive compensation systems as a result. October 12, 2012
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Faulty HR Assumption 1 - People are Separate from Business I was once part of a team that was developing a career ladder with job positions for our department. We were led by an HR consultant and during the first meeting, she told us that one of our ground rules was to describe the job and not the people in the job. We needed to separate the business element from the people element. September 02, 2012
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