Are you getting hot and sticky with your employees?
Well we know you are not allowed to do that in the 21st century – HR or legal would be onto you in a flash, quicker than you can say the words “sexual harassment.”
However, I would argue that we do want “Hot” and we do want “Sticky” employees.
Hot employees are those that are engaged and motivated, and truly bring their passions to work. You know it when you see these employees. They have a spark in their eyes, fire in their bellies and just can’t wait to get on with the tasks in front of them. Read more…
Think of performance feedback like traffic signals and signs. They are indicators that keep you moving, tell you when to stop and guide you in the right direction.
What if your performance management process was like this? Simple and easy to understand.
Most traditional performance processes are cumbersome, complicated and often do not align with organizational goals or culture. Many of us don’t see the value. Read more…
China Gorman, CEO of Great Place to Work, wrote an excellent Thanksgiving Day TLNT piece on San Francisco’s new Family Friendly Workplace Ordinance (FFWO) that goes into effect on New Year’s Day.
“The Flex Work Question: Is Legislation Really the Right Approach?” asks many questions we all should be asking – and answering.
This is not one more HR or legal blog post noting just that 1) a UK practice of many years has skipped the Washington logjam and come to San Francisco; and, 2) it requires a set of (pick one) modest or burdensome steps for employees and employers to follow in dealing with flex requests. Read more…
Last of three parts
Note: In case you missed them, the first two parts are The Many Benefits That Come From “Stay” Interviews and 20 Possible Questions You Should Consider Asking
If you know why an individual employee stays, you can obviously reinforce those factors.
And if you know far enough in advance what factors might cause them to leave, you can get a head start in ensuring those turnover causes never occur.
If you have decided to try these stay interviews, here are four “why-do-you-stay?” formats to consider using depending on your situation. Read more…
What do you do with an employee who’s just not interested in learning?
I once had an employee who spent each lunch hour reading novels. Now, I have nothing against novels, or lunch, for that matter.
The problem: This particular employee was falling behind her co-workers in technology.
Many times, I invited her to take time to read about the technology we use in the business. Although she said “OK,” she always went back to reading her novels. Read more…
Second of three parts
Note: Part 1 of this series was The Many Benefits That Come From “Stay” Interviews
There is no required standard set of questions that must be used in stay interviews.
Ideally however, you want to limit the number of questions that you select so that you finish the interview within one hour. I have broken the type of questions to select from into four different categories. Read more…
“People who love their jobs aren’t choosing jobs they love – they’re making jobs they love,” says Dr. Shane Lopez, Gallup senior scientist and author of Making Hope Happen.
Dr. Lopez interviewed thousands of workers to discover the attributes and behaviors shared by people who love their jobs and discovered that a beloved job rarely started out as a dream job.
Employees who loved their jobs found a good job, and then proactively shaped it into a job they could love. At the same time, they surrounded themselves with people in the workplace who cared about and encouraged their progress.
Dr. Lopez offers these additional insights for creating a job you’ll love: Read more…
If there’s one universal challenge business leaders have all faced in recent years, it’s their ability to adapt to change.
The advent, maturation and broad embrace of cloud computing and the proliferation of mobile devices have fundamentally altered the business landscape. Organizations today are more agile and flexible than ever before, as “adapting to change” has moved from the conceptual into the operational phase.
Much of this change is reflected in the composition of today’s decentralized workforce. The tools to support mobile communications and in-the-cloud workflow have been in place for some time. Today, company policy and attitudes have caught up, as workforce flexibility has become a major business imperative. Read more…
First of three parts
Many firms use exit interviews to find out why employees are leaving their jobs.
Unfortunately, asking an employee on their last day “why are you leaving?” doesn’t provide useful information in time to prevent the turnover.
A superior approach that I’ve been recommending for over 20 years is a “stay interview.” I alternatively call it a “pre-exit interview,” because it occurs before there is any hint that an employee is about to exit the firm.
A stay interview helps you understand why employees stay, so that those important factors can be reinforced. Read more…
It’s that time of year again, when HR pleads, prods, and threatens managers to get their performance appraisals done.
It’s also the time when many managers and HR leaders contemplate adding 360-degree feedback to the process.
We hear, “Wouldn’t it be great if we included feedback from peers, direct reports, and others to get a better picture of an individual’s overall performance?” Yes! We won’t debate the continual argument of whether organizations should use 360s for appraisal. Read more…