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…
What is an org chart for?
This was a lesson I learned in my corporate career, and have carried through to my entrepreneurial career.
When you think of an organizational chart, people usually think about it as a way to visually organize people. To me this misses the value of the org chart entirely.
What an org chart should convey are groupings of actions, work and desired outcomes. The fact that there are people in the boxes is secondary. Read more…
We’ve all been there — mounting tasks, competing priorities – and sometimes it’s hard to be truly productive.
So, why not implement these three (3) simple and easy ways to help improve your workplace productivity?
1. Flex the sched
Whether it’s 8-5, 9-6, or whatever — get rid of it! What you’ve done, in theory, is to truncate the amount of time your people will actually work. Read more…
How many times have you witnessed conflict between employees create uncomfortable tension at work?
No matter how hard you try to avoid it, the fire continues to burn, greatly affecting the atmosphere, which in turn affects everyone’s productivity.
The truth of the matter is that on-the-job conflict is unavoidable. Fortunately, there are ways to find a resolution in a quick and professional manner. Read more…
Where were you when you heard the news that Jon Stewart was leaving The Daily Show?
For many, like me, it’s one of those historic moments when shocking news hits us like a punch in the belly.
Why? Because his fans ADORE him!
And why is he adored? 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!
The February HR Roundtable in Cincinnati gathered to discuss whether it truly was possible for a company to have a “People First” culture.
There are tons of mission statements and vision statements that say that people come first in an organization, but it is rarely practiced.
The traditional three questions to get the small groups started included:
- What components define/drive a company’s culture? Read more…
If your role involves managing employees, you most likely have something in common with just about every other manager — you dread performance review time.
On the other side of this is your employee, who probably looks forward to the process being over just as much as you do.
It’s a similar scene for many companies; create the annual review for each employee and ask them to fill out a self-evaluation form as well. Set a time to meet, and awkwardly discuss each other’s feedback. And we wonder why no one seems to embrace the annual performance review process. Read more…
Many workplaces today feature more open spaces and smaller, and often shared, workstations. These open floor plans have become “the new normal” in many organizations.
Some people speak of them positively, citing the ability to collaborate with co-workers and the creative feeling they can inspire. However, I hear just as many complaints about the walk-in visitors, interruptions, and noise level negatively affecting workplace satisfaction, productivity, and speech privacy.
According to research from UC Irvine, office workers are interrupted once every 11 minutes, and it can take up to 23 minutes to get back to what you were doing before you were interrupted. 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…