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Stockreport

PIPs do more harm than good. In my 30-year HR career, here's the best alternative I've seen. [Business Insider]

Cisco Systems, Inc. (CSCO)  More Company Research Source: Business Insider
Last cisco systems, inc. earnings: 2/12 04:05 pm Check Earnings Report
US:NASDAQ Investor Relations: investor.cisco.com/investor-relations/overview/default.aspx
The better alternative to PIPs allows employees to mutually agree to separate from the company. Over the past three decades, I've witnessed various approaches to performance-improvement plans (PIPs) as an HR executive across five different industries and three countries. Often, the traditional approach to PIPs — slapping them on employees who are underperforming without offering sufficient support — can feel punitive rather than constructive to many employees, fostering an environment of fear and mistrust. But PIPs often fail to achieve their intended outcomes for a variety of reasons — from inadequately prepared managers to breakdowns in communication between managers and employees to subjective judgments of performance In my experience, the primary reason for the failure of PIPs lies in the irreparable fracture they create in the relationship between the employee and manager. Once the PIP process begins, this fracture in trust is seldom repaired. The atmosphere becomes palp [Read more]
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Stockreport

PIPs do more harm than good. In my 30-year HR career, here's the best alternative I've seen. [Business Insider]

Cisco Systems, Inc.  (CSCO) 
More Company Research Source: Business Insider
Last cisco systems, inc. earnings: 2/12 04:05 pm Check Earnings Report
US:NASDAQ Investor Relations: investor.cisco.com/investor-relations/overview/default.aspx
The better alternative to PIPs allows employees to mutually agree to separate from the company. Over the past three decades, I've witnessed various approaches to performance-improvement plans (PIPs) as an HR executive across five different industries and three countries. Often, the traditional approach to PIPs — slapping them on employees who are underperforming without offering sufficient support — can feel punitive rather than constructive to many employees, fostering an environment of fear and mistrust. But PIPs often fail to achieve their intended outcomes for a variety of reasons — from inadequately prepared managers to breakdowns in communication between managers and employees to subjective judgments of performance In my experience, the primary reason for the failure of PIPs lies in the irreparable fracture they create in the relationship between the employee and manager. Once the PIP process begins, this fracture in trust is seldom repaired. The atmosphere becomes palp [Read more]
IMPACT SNAPSHOT
EVENT TIME:
CSCO
Last Price
Price Change
Price Change %
Volume Shares
Max Up
Max Down
Volume Ratio
%
Don't Miss Out On The Next BIG Stock Move
Performance comparison Updated
EVENT DAY
Stock performance from the time of news release until the following 4pm ET market close
LAST PRICE AT
NEWS EVENT
SINCE EVENT
Multi-day stock performance from the time of the news release
LAST PRICE
VWAP
High:
MAX UP
High:
Low:
MAX DOWN
Low:
%
 POST NEWS RANGE
%
PRICE CHANGE
PRICE CHANGE PERCENTAGE
S&P 500 (SPX)
%
 VOLUME RATIO
%
VOLUME (SHARES)
TICKS
AVG SHARES PER TRADE
EVENT DAY
Event Day Chart will not be displayed beyond 90-day period of the event
PERFORMANCE SINCE EVENT
TIME AND VELOCITY ANALYSIS