My wife and I have three lazy dogs.
Given the choice, I know Ozzy, Olivia and Toby would like to be out chasing the deer, elk, and fox that run free in the mountains surrounding our house, but we can’t trust that they’ll come back so we don’t give them that freedom. As a result, they’ve mastered the art of continual relaxation.
Before dogs were domesticated 150 years ago (and subsequently are now typically pampered and spoiled by their owners) they were used for pulling carts, herding sheep, and chasing predators away from livestock.
It’s not known for sure where the phrase “work like a dog” originated, but it’s safe to assume it was a tribute to our canine friends by those who were in awe of their work ethic. Read more…
For new hires, the first day on the job can feel like they’re at the foot of a mountain about to take the first step up a ridiculously tall peak like Kilimanjaro or Everest.
Even if they’ve prepared for years to hone the right skills and are excited about this new adventure, it is still a hard, uphill journey that requires lots of endurance.
Keeping that in mind, here are five things you cannot forget if you want to start your new hire’s first week off on the right foot: Read more…
“Mr. Ron, we would like your insights on this issue.”
This happened throughout the conference until it got a point that I just wanted to be left alone to listen. “Let me just take it all in,” was my thought.
Last week, I was a keynote speaker at the 2nd Annual Human Resources Summit in Riyadh, Saudi Arabia. My topic: HR at the Crossroads of Business & Leadership.
One of the main pieces of advice I have for any expat is to get involved right away in your industry. The learning experiences that I have gotten from attending these conference are incalculable. Attend as many conference as possible and learn, learn and learn some more. Read more…
This is a real-talk forum. I’m not about to list leadership competencies or some empirical data I happened upon in my latest internet search on where Chief Human Resource Officers and leaders in general go wrong.
As a CHRO, you are the figurehead and face of Human Resources. The success and failure of HR’s programs and initiatives rest on your shoulders.
The obvious strategy ( assuming you still need to assert the value of HR in the organization) is to align at the top and do whatever they ask of you- even if it undermines the very essence of what HR contributes to the organization. It takes a vision, business savvy, strategy, and the ability to advocate and raise the important issues/discussions about employing people. Read more…
Are you working in an HR department that sucks? You know if you are, it’s all right, you can admit it, because it’s the first step in changing it.
I bet I talk to more than a hundred HR Pros a year that all seem to begin the conversation with, “Our HR department sucks!” or “My company doesn’t get it when it comes to HR” or “Our HR department is terrible.”
These are not the outliers They’re the norm. Read more…
Here’s how to design the perfect performance management process.
It isn’t a trick. Really.
OK, well “perfect” may be a bit strong, but it is possible to design a performance management process that fits your organization and your culture. Read more…
In many of my recent conversations with clients, the topic of employee engagement surveys comes up.
Sometimes these are called climate surveys or satisfaction surveys. Regardless of what they are called, the general idea is to solicit feedback from your employees on a regular basis on how satisfied they are with their work and careers and how committed they are to the organization.
How is your employee engagement survey process working for you and your organization? Read more…
The February HR Roundtable in Cincinnati met under a “cloud” because January’s Roundtable was canceled due to the serious winter weather – not because the topic of “Religion in the Workplace.” (or so Steve hoped !)
This topic could become very divisive and heated, but Steve encouraged the attendees to look at this from some different angles.
Here are the three questions the small groups took on:
- What misconceptions do people have about religion in the workplace?
- What’s the difference between tolerance and being knowledgeable? Read more…
Temporary hiring is on the rise, and recruiters, employers, and staffing pros would be smart to take note.
Only about 24 percent of employers expect to hire full-time, permanent workers this year, which is down slightly from 26 percent in 2013. However, the numbers for temporary hiring paint a much rosier picture: 42 percent of employers plan to hire temporary or contract talent this year.
In 2013 alone, temporary staffing utilization was up 8 percent. That number is expected to rise as more small and mid-size businesses begin to see the value of employing temporary labor to test drive potential hires and defer recruiting costs. Read more…
Providing meaningful, actionable feedback is an important part of managing your people, keeping them motivated, and ensuring they’re aligned with your goals.
Still, far too many companies either skip feedback or only give it annually. This may explain why Gallup recently discovered 70 percent of all employees are disengaged on the job.
Here are five (5) ways to improve your organization’s employee feedback, so workers stay motivated, productive, and aligned with goals: Read more…