Max Shireson, the CEO of mongoDB, turned in his resignation this past week.
That announcement in itself isn’t really that big of a deal, CEOs turn in resignations every day. The reason he turned in his resignation is huge. I’ll let him tell it in his own words from a letter he sent to mongoDB’s workforce:
Earlier this summer, Matt Lauer asked Mary Barra, the CEO of GM, whether she could balance the demands of being a mom and being a CEO. The Atlantic asked similar questions of PepsiCo’s female CEO Indra Nooyi. As a male CEO, I have been asked what kind of car I drive and what type of music I like, but never how I balance the demands of being both a dad and a CEO. Read more…
Notwithstanding Yahoo’s end to employee telecommuting, the global trend toward virtual workplaces is accelerating.
Surveys vary widely on the percentage of companies with remote workers — from about 30 percent in some surveys up to SHRM’s finding that nearly half (46 percent) of all companies have at least some contractors, freelancers, or remote workers who rarely, if ever, come into the office.
Another estimate predicts that in a year, 40 percent of the global workforce will be virtual.
Whatever the numbers are saying, it’s undeniable that more and more workers are working remotely, and this is creating a challenge for recruiters. Read more…
At first, Mindy appeared like she was going to be a great fit.
She had a solid track record. She interviewed well. All her references checked out.
But she’s completed her training six (6) months ago and, for whatever reason, she’s performing well below your expectations.
It cost you/your organization a pretty penny to get her this far. And don’t forget, you made the choice to hire her, and your reputation as a good judge of talent is hanging out there for all to see. Read more…
Let it go.
Since the beginning of time, those three words have never been repeated more frequently by more people or in more places than they have since the release of Frozen. Whatever else Elsa was singing about, however, she may as well have been delivering her primary message – let it go – to the modern manager.
Why is it that managers struggle to let things go?
There are a variety of reasons and the challenge manifests itself in many ways. Read more…
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…