Comments for TLNT

Comment on Motivating Workers: You Can Learn a Lot From 18th Century Sailors by Snow White

Snow White — Thu, 02 Feb 2012 19:49:00 +0000

Great message, David. Albert Einstein apparently agreed with you as he said, “If people are good only because they fear punishment, and hope for reward, then we are a sorry lot indeed.” Thank you for saying it in pirates speak. :-)

Comment on Super Bowl Hangover? Yes, Employees May Be Less Productive on Monday by Cord Himelstein

Cord Himelstein — Thu, 02 Feb 2012 16:32:00 +0000

The Superbowl is just a few days away, and I just picked out the boxes
in my annual office pool. I was psyched that I got to be one of the
first people to choose my boxes, but it got me thinking….are these pools
appropriate for the workplace? What about the NCAA Final Four, and
fantasy football leagues?

http://www.recognitionheroes.com/featured/are-superbowlxlvi-pools-a-drain/

Comment on Super Bowl Hangover? Yes, Employees May Be Less Productive on Monday by Maureen Sharib

Maureen Sharib — Thu, 02 Feb 2012 15:10:00 +0000

It’s not just after the SuperBowl. I’ve been saying this for years: People are less communicative on Mondays. They can be vicious.

Comment on Managing Millennials: 3 Keys to Engagement – and 3 Common Mistakes by Mel Kleiman

Mel Kleiman — Thu, 02 Feb 2012 14:45:00 +0000

Why do we keep thinking generational differences. Tell me what person would not like to be managed the way Eric suggested.

Comment on Motivating Workers: You Can Learn a Lot From 18th Century Sailors by LebHR

LebHR — Thu, 02 Feb 2012 14:25:00 +0000

The links are not showing correctly due to ), here they are fixed:

Employee Motivation: Praise and Recognition

Motivating Employees in 2012, a New Perception

Thank you!
——————-
Are you a job seeker, employee, manager, or HR fanatic? check out http://www.lebhr.com for info and tips.
LebHR – The Lebanese Human Resources Community

Comment on Motivating Workers: You Can Learn a Lot From 18th Century Sailors by LebHR

LebHR — Thu, 02 Feb 2012 14:21:00 +0000

Thank you for such a nice synergy David. As you said, times change. And what used to work before such as “whips” no longer does. This drives us back to think of the traditional motivational approaches used by employers and managers, such as the stick and carrot approach. This approach which used to work in the 20th century doesn’t any longer, and you see lots of studies promoting alternative measures such as praise and recognition (you can check out this article here http://www.lebhr.com/2012/02/01/employee-motivation-praise-and-recognition/) or any other approaches which promote employee satisfaction (Daniel’s Pink approach listed here http://www.lebhr.com/2012/01/15/motivating-employees-in-2012-a-new-perception/)
——————-
Are you a job seeker, employee, manager, or HR fanatic? check out http://www.lebhr.com for info and tips.
LebHR – The Lebanese Human Resources Community

Comment on Why Are We So Obsessed With Finding “Passive” Job Candidates? by Kath

Kath — Thu, 02 Feb 2012 01:43:00 +0000

I’m a full time recruiter in Singapore and I don’t have an obsession with only using passive talent – but posting an advert and taking responses from only active job seekers is simply not enough for me to fill clients briefs. I approach passive talent because there is a shortage of active talent in this market and I have to work proactively to find my clients what they need.

Also, I’ll admit it, I need to offer more to my clients than posting an advert and filtering response – they want to know my network and expertise extends to more than getting lucky with an advert applicant (though I am happy to use those people too – it’s a combination which usually delivers the best result).

For job seekers who are ‘active’, I suggest you network with recruiters where you can and position yourself as someone in their network and not just another job applicant.

Comment on Forced Ranking: Good Management, or Just a Flawed and Arbitrary System? by Anonymous

Anonymous — Wed, 01 Feb 2012 21:44:00 +0000

Brilliant, John. I wrote about the same WSJ article sharing this story:

What does forced ranking look like in reality? A
member of my team related this story to me last week of her husband’s
performance review (I’ll call him Jim). Jim filled out the self
appraisal form, only to have his words returned to him verbatim in his
manager’s “appraisal” of his performance. But that’s not the real story
here. This Fortune 100 firm conducted several rounds of layoffs in the
last year, resulting in Jim’s team being diminished by about half with
only the true stars remaining.

Jim was informed by his manager that, since the team was so much
smaller now, there could only be 1 “exceeds expectations” employee on
the team. All the rest would be marked “meets expectations” because
senior management was also not allowing any “needs improvement” out of
fear even more employees would walk out. Even worse, the lack of
managerial skills on this team results in each employee simply keeping
his or her same ranking designation year after year.

So, despite the fact that every member of the remaining team is a
true star in the organization, each pulling double the work after the
rounds of layoffs, only one could be marked as exceeding expectations
for the year. How is that an accurate assessment of performance, much
less fair?

Comment on Is it Time for HR to Start From Scratch? by Laurie

Laurie — Wed, 01 Feb 2012 20:06:00 +0000

Interesting video! My question is, how exactly is recruiting like supply chain?

Comment on Forced Ranking: Good Management, or Just a Flawed and Arbitrary System? by SOart77

SOart77 — Wed, 01 Feb 2012 19:01:00 +0000

What bothers me about traditional performance management and forced ranking is that it is a one way street. In order to perform well, most of us have to be experiencing a positive relationship. With the work itself, with the team and with management. A relationship is between two or more things or people. A relationship is a two way street.

In forced ranking, as soon as the employee is ranked low, the relationship is strained and it takes a very intuitive manager who has strong interpersonal skills to be able to coach the employee and bring the situation back into the positive.

Sadly there are many managers out there that lack team building vision, who aren’t able to train or coach well and have no interest in recognizing how their own personal management style (or lack of skills, or professional misgivings) may have contributed to poor performance in the first place.

If you lose sight of the fact that human beings function as one half (or one part) of a relationship between people then you have bigger problems in your life to sort out. Maybe managing people is not your calling.