What are organizations doing to help employees manage financial difficulties?
SHRM (in collaboration with Elevate) explored this question in their recent survey Employee Financial Stress. They found that 61 percent of HR professionals would describe their employees’ financial health as no better than “fair,” where 38 percent would describe theirs as “very good” or “good.”
Organizations that had more full-time hourly employees were more likely to have a response of “fair” compared to organizations with fewer full-time hourly employees who were more likely to report better financial health amongst employees. Read more…
What do you do with a productive outlier?
Especially when she’s a smart problem-solver who is sometimes collaborative, and works well with others, but who’s also a headstrong, impulsive, independent, opinionated and throws tantrums like baseballs from a wild fast pitcher — tantrums that take what feels like an inordinate amount of time to extinguish; a fuse lighting itself over and over again like a trick stick of dynamite.
One minute she’s figuring everything out, and the next, she’s blowing up.
Sizzle. Hiss. Ka-boom. Read more…
We have heard of the many jobs and/or industries that have been either lost or tremendously condensed since 2008.
Let’s deal with the tremendously condensed jobs for a second.
Due to the financial crisis of 2008, many businesses had to trim the head count in their organizations. Essentially, the head count was trimmed, but as expected, the work didn’t go away. The result was lots of reorganization within companies and a redistribution of work in support of keeping business going as usual. Read more…
It’s never too early to carve out your path to success.
Start to think, act, and communicate like a leader to get the promotion you ultimately want. Even if you’re still several levels away from your dream promotion, there are numerous ways you can get on the path of your dreams, claims Amy Gallo.
In her Harvard Business Review article, she provides tips for doing just that. Read more…
Virtually every company says it values career development. Yet one of the most common reasons for turnover is a lack of development opportunities.
If development is so important, why does it seem to be in such scarce supply?
One reason is many companies actually do things that discourage people from engaging in development activities.
You can tell a lot about how much a company values development by looking at the criteria used to guide compensation and promotion decisions. Read more…
Here’s one thing that’s good to remember: one highly engaged employee can make a world of difference.
Take the case of Frontier Airlines, a Colorado-based air carrier that earned dubious title of Second-Most-Complained-About-Carrier in 2013 (in fairness, Spirit Airlines, the No. 1 most-complained-about-carrier, outnumbered Frontier’s complaints by almost 8-to-1).
However, 2014 is looking brighter for Frontier, and they’ve enjoyed a boost in positive awareness since a story broke about an enterprising Frontier pilot teamed up with a Domino’s Pizza manager to deliver a customer experience his passengers won’t soon forget.
Sound like the plot to a new primetime drama? Wrong. It’s employee engagement at its finest. Read more…
Internship programs, when done properly, can provide a great amount of value to both the intern and the company hiring them.
If both parties go into an internship with the right attitude, lifelong relationships can be forged to the benefit of everyone involved.
If you find yourself wondering, “Should I hire an intern?” then ask yourself these three (3) questions: Read more…
Ann Bares recently wrote a predictive article here on TLNT about the potential end of merit pay (How Will We Pay With Open Salaries and No Performance Reviews?).
In her post, Ann argues that because “open salaries” and “blowing up performance appraisals” are becoming more popular, merit pay cannot be long for the world. She ends by asking:
What will we do instead? Strictly market-based wages with “hot skill” premiums as appropriate? More emphasis on variable pay plans designed to reward specific, pre-determined individual or group metrics? Will recognition and non-cash rewards step into the void to provide the necessary differentiation for key talent?” Read more…
I’ve noticed several articles recently about how job seekers with visible tattoos shouldn’t be discriminated against when it comes to hiring.
One article I read even said that the Civil Rights Act of 1964 should be expanded so that inked individuals are protected from workplace discrimination.
Huh? We inherit our race, gender and national origin at birth. The last time I checked, getting a tattoo is a choice.
Now before you go berserk and jump to the comments to rant about how you should be judged by your talent and skills, not your appearance, please humor me and let me explain. Read more…
Bright Horizons recently conducted a national study, The Modern Family Index, that explores what it means to be a working parent today.
The study revealed some insights — including that working parents still perceive that their responsibilities with their family may cause them to experience significant challenges at work.
Bright Horizon’s research highlights that much has changed towards how parents approach family obligations and the level of conflict they experience. But, how positive are those changes when, overall, many employees still feel like they can’t be honest with their supervisors about family responsibilities? Read more…