There are several things that stall progress, but one that occurs a lot is the human tendency to avoid conflict.
It’s almost impossible for a team to make progress on something new, without raising, and working through at least some uncomfortable conflict.
If you are avoiding conflict, you are avoiding execution.
Many teams opt for a false sense of agreement and pleasant-ness instead, because it’s more comfortable. Read more…
Does this sound like something that would never happen in your business?
You might be right, but there is only one way to make sure. This is what happened to a small business I know…
Like many small businesses today, they were having a hard time finding good candidates. They posted their open sales job on Monster, Careerbuilder, Indeed.com, and Craigslist.
Piles of resumes came in but none of them seemed right. Most had no sales experience and this small business did not have the resources to train a new employee on their industry and in sales. The perfect candidate would be someone with a few years of sales experience from within their industry. Read more…
The word “talent” gets thrown around rather easily in the HR community.
In fact, in some corners it’s become more of a catchphrase versus an actual focus. Because of that, the November HR Roundtable in Cincinnati decided to tackle this topic and give it the bones/context it deserves.
We started with the basics and built from there. Here’s where we began: Read more…
I had a client recently that was undecided about a candidate after the fourth (4th) round interview.
They were thinking that maybe a fifth round would make the difference. I told them that it wouldn’t. In fact, it was a mistake to allow them to get to four.
Do you know what the fourth round interview says about your hiring process?
It says that your process is broken. Read more…
A few weeks ago, a young HR generalist reached out to me.
She works for a bank. Two chicks were at war with one another, of course, because we can’t fight institutional sexism until that bitch in the next cubicle gets hers first.
And you know the story behind the drama. There was a young man involved. Accusations were made via Facebook and Twitter. Pictures were pulled from Instagram.
Lots of sniping and gossip at the office. And one woman said to the other, “If you aren’t guilty, why did you block me on Facebook?” Read more…
Employee performance is not HR’s responsibility.
We should be able to agree that the management of employee performance is a day-to-day responsibility of managers and supervisors.
Extensive research has confirmed that effective managers trigger better results; they are instrumental in creating a high performance culture where people have a palpable commitment to the success of their organization. Ineffective managers have been the subject of endless Dilbert comic strips.
The frequent articles and blogs criticizing performance management practices ignore or are silent on what research has shown is central to the effective management of performance. Read more…
If you are a small business and you have an employee handbook in place, congratulations. You are already a step ahead of many business owners who feel they are “too small” to need an employee handbook.
Employee handbooks are a critical part of managing your employees and keeping your business compliant with the ever growing list of employment rules and regulations.
Simply having an employee handbook is not enough, though. Having an out-of-date employee handbook, or one missing key elements, could be worse than having none at all.
We recommend having an HR professional review the policies in your employee handbook at least once and year and make sure to pay close attention to any new regulations that come out. Read more…
“Finally – some strong evidence that giving HR pros the proverbial ‘seat at the table’ actually can raise company profits.”
Really? Simply putting one individual at the executive table will have that kind of an impact? Wow – some of us must have super-powers.
So what do I, as an HR leader, do with this ground-breaking research? Place it on the CEO’s desk and say “Here … proof I can do something great and should be at the table”? And he’ll believe me because the research is there?
The research, by a leading Human Capital Management technology company (Success Factors), asserts that the seat at the table is possible because of “leveraging the insights that only come from advanced, connected HCM solutions that manage the entire employee lifecycle.” Read more…
An article last week on NFL.com spoke to the work schedule of Detroit Lions head coach Jim Schwartz, which averages 100 hours per week!
Here’s how that breaks down:
- Seven (7) days @24 hours = 168 total hours in a week;
- 100 hour work weeks / 7 days = 14.2 hours per day, per week.
What does a 14 hour day look like? You get into the office at 6 or 7 am and you don’t get home until 8-9-10 pm — every day, every week. Read more…
I have a “few projects” that I am working on to get back into corporate. When I responded by asking them to give me an overview, that was when the picture became unclear.
Then the stumbling started and in the end there was a mishmash of ”give this one a call,” “follow-up this with a meeting,” ” reach out to …” This was not a strategic-driven approach.
When I opened the email, it was a short note [one large paragraph] and a resume. This was in response to someone reaching out to me for assistance to help make an introduction for my business trip to Nigeria this week.
To say I was underwhelmed is an understatement. Read more…