Remember when you were younger and you wanted to be older?
Remember how your mom/dad/aunt/grandma/trusted adult told you, “This is the best time of your life! Don’t rush it!”
Remember how you didn’t quite believe that, but now that you’re a little (or a lot) older, you realize maybe there was some truth to what your mom/dad/aunt/grandma/trusted adult said? Read more…
By now, many of you are familiar with the Google executive that was killed on his yacht last year by a call girl who is accused of injecting him with a fatal overdose of heroin.
In the aftermath of this startling case, the San Jose Mercury News started digging into what it calls Silicon Valley’s “drug culture.”
Specifically, the newspaper found that there is an increasing propensity for those in the technology space to abuse illegal and prescription drugs to cope with the breakneck pace of work that the sector demands. Read more…
There has been a ton of press around “Net Neutrality” lately.
Net neutrality is the concept that Internet service providers and governments should treat all data on the Internet equally, not discriminating or charging differentially by user, content, site, platform, application, type of attached equipment, and modes of communication.
Companies like Comcast stand to make a lot of money based on how federal regulators decide how to treat net neutrality. If regulators find in favor of ISPs (Internet service providers) they can start charging more for faster Internet access, basically creating the haves and the have nots of the Internet – or the “fast lane” and the “slow lane.” Read more…
Here we go again.
In the July-August 2014 Harvard Business Review, author Ram Charan writes that It’s Time to Split HR. He proposes two totally different units – one that handles “administration” which he says would be primarily compensation and benefits. It would consist of “HR practitioners” and would report to the CFO.
The other would handle leadership and organization, report to the CEO, and be staffed by rotating high potential operational leaders.
Sound familiar? Read more…
Second of two parts
As I noted yesterday (in 5 Ways to Identify an Employee Who Is Ready to Quit), employee turnover is always an important issue, but most managers are unaware of the fact that overall, turnover rates went up 45 percent last year.
I’m predicting that they will go up at least 50 percent this year, so individual managers should be aware of the precursors or warning signs that can indicate that an employee is considering looking for a job so they can act before it’s too late.
If you approach the problem systematically, you can successfully identify which individual employees are likely to quit with an accuracy rate of over 80 percent.
Yesterday, I listed the Top 5 ways to tell if an employee may be getting ready to leave. Here are five more: Read more…
First of two parts
There are few things that are more shocking to a manager then to have one of their top-performing employees suddenly quit on them.
Some managers have described it as the equivalent to a “kick in the gut.” It is a shock not only because losing a key employee will damage your business results, but also because managers hate surprises, and as a result, they frequently wonder how they missed the signals that this person was going to leave.
Employee turnover is always an important issue, but most managers are unaware of the fact that overall, turnover rates went up 45 percent last year. Read more…
I hear one thing over and over from people who read my stuff or see my presentations:
“It’s not rocket science.”
I take that as a compliment. I’m not trying to “wow” anyone with my big brain. I’ve never been known for being the big brain type. I’m the common sense, straight-forward type.
HR and Recruiting, to me, shouldn’t be hard and complex. It should be simple and easy to understand. Read more…
Several years ago, I worked with a major cereal manufacturer whose leadership was concerned that many of the company’s managers weren’t succeeding.
The managers in question had been with the company for some time and had risen through the ranks, and while the company was doing well overall, the leadership suspected that their managers had the potential to have a more positive impact on the company’s success.
My team started with both an annual performance evaluation, which had already been in place for years, and a 360-degree feedback assessment. The performance evaluation measured operational outcomes — how much cereal was manufactured, quality, safety, etc. Read more…
At the heart of successful organizations are people who work well together.
But, what are the circumstances that lead people to want to team up again and again?
Research by Stanford University sociologist Daniel McFarland suggests the reasons people continue to collaborate with others in their professional networks are quite different from the motives that led them to begin those relationships in the first place. Read more…
The question caught me off guard.
I’d been offered a promotion, and my manager and I were now talking money. In response to my salary request, he’d asked, “Do you think what you’ll be doing is all that different from what you’re doing now?”
For a split second, I wondered if this was a trick question. If I gave the wrong answer, would I end up making less money?
But my boss seemed genuinely curious, so I paused to give his query some serious thought. Read more…