#Jack knotes for free

70% are average, you should strive to keep them motivated and lift them into the 20%.

20% are start performers, give them recognition, training and compensation.

The “20-70-10” rule refers to percentages of the total workforce, and it means that:

Jack Welch says that people’s management is one of the most important tasks of any manager and organization.

#Jack knotes for free

Work-outs sessions led to an explosion of productivity, says Welch.ĭon’t just pay for hands when you can also have brains – for free Human Resources: The 20-70-10 Approach The key? They were anonymous employee meetings without bosses.īosses would only show in the beginning, and promise that they would give an immediate answer, on the spot, to 75% of the recommendations and ideas.Īnd they would resolve the remaining 25% within a month.īasically, GE would force bosses to address the proposals of their employees and allowed employees to speak without fear of retortions. GE would organize groups of 30 to 100 employees to discuss opportunities and better ways of doing things. He did so by instituting what came to be called “work-out” sessions. Jack Welch says that it’s the boss who must talk about candor, demonstrate it himself first, and reward it. This principle is similar to the culture of “radical open-mindedness” from Ray Dalio’s Principles and to “ Radical Candor” by Kim Scott. In most businesses, people hold back and don’t voice their opinions and ideas.Īnd that’s an immense waste of brainpower. Unluckily that’s not the case for most businesses. Jack Welch says that most of us have a culture of telling small lies for a quieter life.įor example, we don’t tell our friend he’s getting too chubby, or we wouldn’t say that our mother’s cooking was terrible.īut that culture of small lies for a quieter living can be destructive in an organization.Īn organization should have a culture of free talking. This is the kind of guy you should be listening to, and Winning is also Warren Buffet’s highest-rated management book. It’s that, given how GE developed with Welch at the helm, it was well deserved. To this date, that’s the biggest payment anyone has ever received.īut it’s not just the amount which is astonishing. In his 20 years tenure from 1981 to 2001 he increased GE’s evaluation by 4.000%.Īnd when he left the company he received a severance package of 417 million. Make your mission concrete and measurable embody and enforce the values to accomplish your missionĪbout the Author: Jack Welch is the legendary CEO of General Electric (GE).Organizations have top, bottom and average performers: know who stands where and treat them accordingly.Foster a culture where people feel free to contribute their ideas and speak their mind.Strategy is Following Through Your “Aha Moments”.