According to a recent CFO Alliance report, 46 percent of CFOs believe that growing their customers’ experience is the most important driver of growth, making customer-centricity a top priority among CFOs.
The problem is that improving responsiveness and meeting customer expectations were also cited as top operational challenges. As a result of this disconnect, many CFOs are recognizing that in order to improve the customer experience, they must first invest more in the success of their employees.
To do this effectively, CFOs need to develop a stronger partnership with HR. Because each of these departments have an increasingly significant impact on the customer experience, and therefore bottom line, strengthening the tie between them is becoming critical. Read more…
Some time ago, my dad was unemployed and picking up contract work when it was made available to him.
In order to procure this contract work, he had to sign up with a few security agencies. In doing so, he eventually landed a full-time gig supervising security guards and investigators for a major supermarket chain.
The nature of his employment agreement with this chain was that he was technically employed by the security firm but assigned to the supermarket as an hourly worker — so no company perks, benefits or official employer-employee relationship. Read more…
Phil Jackson, who has won more championships than any other professional basketball coach, had some things to say recently about how the New York Knicks have been playing.
Unfortunately, he told the world about it on Twitter, like someone complaining about bad dinner service at a hotel restaurant (via the New York Daily News): Read more…
We’re excited to announce a new Whitepaper, titled 5 Ways to Drive Performance in Your Workplace, that will help you to “increase performance in your workforce and make HR a strategic weapon for your company.”
Being strategic in HR means bringing together “all things people” in such a way that we can answer the question, “How are our people performing, and what impact does that have on the bottom line?” We broke the whitepaper into five (5) sections to help answer that:
Build a Better Workplace Through Better Listening –“When people don’t listen, they don’t just communicate how unimportant the other person is to them. They also miss out on important information that could help deepen their relationships and enrich their lives.”
Keep Your Best Employees Happy –“Your best employees are the people who drive your organization forward — they are more creative, more productive, and bring more value to your organization. So, keeping them happy must be a priority, because these are the employees that are typically not replaceable.” Here we give you 10 tips on to do that.
- Tackle Difficult Situations – ”(When) you bring out the best self in others, you will not only experience a whole lot less stress in relationships, you will get far better results from others, and, perhaps most importantly, you will truly make a positive difference wherever you go.”
Drive Innovation — “Innovation in today’s business world is increasingly coming from collaborative teams, rather than the sole champion innovator. Great ideas can come from anywhere in a company, and fostering an environment in which anyone can innovate is an important part of a high performance culture.”
Get Employees to Talk Before They Decide to Walk — “A feeling of employee dissatisfaction needs to be translated into a tangible list of what needs to change, and what actions need to be taken. What talents are not being used? What values are not being met? What career goals are feeling stifled?”
HR must add value, and you will find out how it can do that in 5 Ways to Drive Performance in Your Workplace.
And one more thing: Just by downloading the whitepaper, we’ll give you a code to receive $300 off our High Performance Workforce Summit coming up this May 6-7 at the Omni CNN Center Hotel in Atlanta.
After downloading the whitepaper, let us know what you thought by commenting below!
“You should never be afraid to let your personality and style come through.”
That has been a foundational statement for me during my career.
My first job out of college was working in the sales division for IBM. I always tell people that IBM was the Google of its day. As part of the role of becoming a sales associate we were all sent to “sales school” where we had to learn to sell the products, sell the benefits of those products, and extend the brand into the client organization. Read more…
Last week, while listening to a friend weigh the pros and cons of a potential job offer, I started thinking about what I call the Unholy Work Trinity (UWT) — Relationship with Boss, Job Tasks, and Compensation.
The UWT exists in a delicate balance, and when any of the three parts becomes the source of mild dissatisfaction, a bit of angst usually sets in.
When an employee becomes significantly dissatisfied with one part of the UWT, however, the angst can escalate into disgruntlement. If that same employee becomes significantly dissatisfied with two or more parts of the UWT, a change is comin’ on. Read more…
There are unspoken rules that exist in the workplace that colleges don’t teach and HR rarely trains on, and those rules are a powerful influence of who advances and who does not.
These are the “soft skills” that organizational leaders wish more of their managers and people understood.
Here’s a crash course in just five of those unspoken rules. Read more…
Last week, the head of Human Resources for my city’s public school district resigned after it became public she exchanged text messages with a subordinate regarding other employees and their weight, age, and race.
To add further insult, when asked (via text message) if the texts were subject to open records laws, she mocked whether anybody could “find” the messages or figure out how to get copies of them.
I have a lot of faith in the students coming out of this school district and am pretty certain any high school sophomore could skip a day of school, binge watch 10 episodes of Scandal, and come away knowing that text messages can be “found” and traced. After all, these kids are pretty smart. Read more…
Back in the day, while working at my first job out of school, I became bored.
Shocker for a young person, right? I made the decision that since I had one year of real life working under my belt, it was time to move on and change jobs.
I was scouring the Sunday classified ads and snail-mailing my resumes and cover letters — printed on the perfect shade of buff-colored stationery — to companies. No Internet or job boards back then. How painful would that be if we had to do that today? Read more…