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…
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…
It’s hard to believe that we’re into another year, but time waits for no one! To kick off 2015, the HR Roundtable in Cincinnati gathered to discuss “Effective Networking.”
People state that “networking” is a critical skill, but so few people do it well. To get the discussion started the attendees addressed the following three questions:
- What is so challenging about networking all the time? Read more…
Late last year, SHRM and Kronos conducted a study of the impact of employee absence on organizations and employees.
We’ve done research on this topic before, and although the emphasis has been largely on the financial impact of absence, this study, like the prior research, underscores the greater impact that unplanned absenteeism has on the bottom line.
Unlike the prior research, though, we asked questions about the impact on co-workers. Read more…
When rules are broken in situations that don’t call for immediate termination, gain your composure and think “Open The Front Door Now.”
This is the acronym for a simple formula that helps you address — and correct — many of the annoying small issues and problematic behaviors of your employees. Treating these problems according to the OTFDN formula will get them back on your team.
Here’s how the formula works: Read more…
It starts out innocently enough.
One of your employees receives an email from a co-worker with a hilarious description of a difficult client. Amused, they forward the email along to the other members of their team.
Quiet laughter fills your office as the email spreads like wildfire. Then, your phone rings. Read more…