The department that turned firing into a growth opportunity.
A structured approach to correcting employee behavior through escalating consequences—verbal warning, written warning, suspension, termination. The corporate equivalent of 'three strikes you're out,' but with more paperwork.
A colloquial and often derogatory term for a junior or insignificant employee, typically used behind closed doors by managers discussing organizational hierarchy. Not to be confused with a Performance Improvement Plan, though the employees might be headed for one.
A statistical examination of compensation data to identify unexplained pay differences based on protected characteristics like gender or race. The audit that makes executives nervous and lawyers wealthy.
The practice of ensuring employees receive equal compensation for equal work regardless of gender, race, or other protected characteristics. What should be obvious common sense but somehow requires entire departments, audits, and legal mandates.
A corporate death sentence disguised as a helpful document, essentially telling an employee 'we're giving you 90 days to be someone else, or you're fired.'
A formal document outlining an employee's deficiencies and expectations for improvement—basically a 30-90 day grace period before termination.
The financial package given to departing executives (usually millionaires) to 'land softly,' because apparently regular severance isn't generous enough when stock options are involved.
The unwritten expectations and obligations between employer and employee beyond the formal employment agreement. The real deal that nobody discusses until it's violated.
A manager who still does individual contributor work while managing others, essentially two jobs for slightly more than one salary. It sounds empowering but usually means you're understaffed.
The theory that employees are promoted based on current performance until they reach a level of incompetence where they stop being promoted. Explains why so many managers seem terrible at their jobs.
A role, job title, or status within an organization; also, your strategic stance on a market, competitor, or issue (as in 'what's our position on price increases?').
A short, frequent survey designed to measure employee sentiment quickly and regularly, while ignoring the data and continuing business as usual.
Gradually reducing work hours or responsibilities as employees transition toward full retirement, theoretically enabling knowledge transfer. It's the professional equivalent of easing into cold water instead of diving in.
Positions that disproportionately impact organizational success, deserving extra investment in talent quality and retention. It's HR's way of admitting some jobs matter more than others, despite everyone being 'valued team members.'
Leadership style treating employees like children who need guidance and protection. Often masks authoritarian decision-making as 'caring.'
When another company hires your good employees away. Considered unethical unless your company does it.