A lot of companies preach today how their most important asset is their people.
We are seeing this more and more as organizations realize that having happy, engaged employees creates innovation, speed to market, improved customer service and all those aspects in between to generate a strong bottom line.
Performance Management initially was about companies identifying and protecting their most important asset: superstar performers.
Unfortunately “performance management” has been twisted, through many systems and ratings and metrics, as a way to punish or eliminate underperformers. Thank you Industrial Revolution for the gift of measuring “workers” by output! Read more…
The job-stress connection isn’t new. It’s been around as long as the concept of employment.
So if it’s always been there, why should businesses worry about it? And why now?
There’s a simple answer to these questions: Employee stress costs every company money. Sometimes a lot of money. And it’s a bigger problem now than ever before. Read more…
I opened my email last week to see a message from a dear friend that said, “I resigned!!!! I pulled the trigger!!”
My friend and I have talked FOR YEARS about her unhappiness and lack of engagement, about the corporate politics and leadership egos that consume her days, about the constant pressure to do more with fewer people and resources, and about her exit strategy.
That’s right. She has had an exit strategy, and she has been refining and polishing it for years. Like the best strategic plans, it was deliberate, well-thought-out and executed over a multi-year time frame. Read more…
“Action expresses priorities.” — Mahatma Gandhi
As Scottish poet Robert Burns pointed out in his poem To a Mouse in 1785,
The best-laid schemes o’ mice an’ men
Gang aft agley,
An’ lea’e us nought but grief an’ pain,
For promis’d joy!”
In other words, no matter how carefully you plan, things still go wrong. Read more…
If you’re a human resources executive, there’s a good chance maintaining or improving employee engagement is on your list of your department’s 2015 goals.
To help you get the most out of your employee engagement efforts in 2015, I suggest taking these three (3) steps:
1. Start with well-defined, specific business goals
You don’t just work on employee engagement for the sake of improving employee engagement. You work on employee engagement as a means to drive other business goals. Read more…
I’ve been writing and speaking about Millennials since they first made their way into the workplace as teenagers in 1998.
Since then, I’ve interacted with thousands of mature business owners and leaders who’ve confessed their struggles and frustrations in managing this enigmatic generation.
Today, more than half of all Millennials (born 1980-2000) are 25 and older, and the part-time teen workers of 1998 are now 35 years-old. They hate being lumped into a generational heap that’s been branded and widely criticized for being inherently lazy and entitled.
This is especially true for those overachieving Millennials, who are anything but lazy and entitled. Read more…
Here’s a fundamental question: How do you get people to work?
Answering fundamentally, you form a contract with them consisting of a set amount of compensation and benefits in return for an equally set amount of work.
Less fundamental and more important (or at least more interesting) is this question – How do you get people to work harder on what matters most to you? Read more…
Those of us lucky enough to have had a strong mentor figure at some point in our lives know how important they can be to career development, personal success, and overall well-being.
That’s why January 15 is Thank Your Mentor Day, an annual event for National Mentoring Month that encourages everyone to reach out and thank the people who took the time to take an interest.
Created in 2002 by the Harvard School of Public Health and The National Mentoring Partnership, National Mentoring Month is dedicated to raising awareness of mentoring, recruiting mentors for young people, and promoting mentorship within organizations. Read more…
In May, I wrote about a young man who had been identified by a Fortune 100 firm as a high potential and placed into a leadership development program to prepare for the possibility of promotion into the executive ranks.
In September, I updated the story to what I thought would be a sad conclusion.
But this story has a happy ending. On a recent Friday, the young man was offered the position of Director for a Fortune 100 company, with all the frills that go along with moving into the executive ranks. Read more…
I love my job. Every day, I get to help people find ways to make their work environments and culture more appreciative, grateful and purpose-driven.
That’s powerful stuff. Arriving at such an important end goal, however, requires involving all employees in the effort. After all, every employee contributes to the culture of the company (whether good or bad).
The ramifications of this are quite broad. Many are calling 2015 the year of the retention challenge, with good reason. Read more…