Comments for TLNT

Comment on Employee Loyalty? No, It’s Not Dead – It Just Changed Hands by ENJOYWorkWith.Me

ENJOYWorkWith.Me — Wed, 16 May 2012 22:21:00 +0000

How much do you think the way we need managers/leaders to “realize” what you talk about is because of the way you generally get to be management in our culture. You succeed as a “do-er” and move up to manage other do-ers.

What if our culture were aligned to the idea that “Management” is a skill set, that you could/should train in before being given the position. I believe this is how it works in the Star Trek universe, there is a Command division and technical divisions. If we insisted people train in management skills BEFORE they become managers, would the picture look different? Would those ill-suited to the job self-select out of training?

Comment on Employee Loyalty? No, It’s Not Dead – It Just Changed Hands by Keisha Jackson

Keisha Jackson — Wed, 16 May 2012 14:13:00 +0000

This is the great 21st century challenge for HR, management, and anyone concerned with the long term viability of the enterprise:

The latest studies show that the job that an employee is hired to do only lasts 2 years (not to mention the average “career” at a given company rarely lasts longer than 3.5 years). Most employees could not care less if the place is still around 10 years from now… much less 50 years from now.

With corporations now treating employees like disposable Kleenex — even while the employees are continually watching for an opportunity to leave for greener pastures — the prospects for the long term survival of the 21st century corporation do not look good.

Comment on Relax – You’ll Never, Ever be Asked For a Facebook Password by Eric Gaydos

Eric Gaydos — Wed, 16 May 2012 13:31:00 +0000

Great point! What else will they want control over?!

Comment on Employee Loyalty? No, It’s Not Dead – It Just Changed Hands by Kevin Kruse

Kevin Kruse — Wed, 16 May 2012 11:59:00 +0000

Derek, great piece. My own work also suggests that recognition is a top driver of employee engagement and loyalty (along with Growth and Trust). Although formal recognition and gift programs are nice, hopefully managers/leaders will realize that taking the time to ask team members for their opinions, taking an interest in their career, and just saying thank you will go a long way to achieving recognition goals.

- Kevin Kruse
Author, Employee Engagement 2.0

Comment on 3 Steps to Help You Own Up When You Make The Big Mistake by jonbaker

jonbaker — Wed, 16 May 2012 09:19:00 +0000

How very true. The positive impact of a leader admitting mistakes (as long as it’s not all the time) and allowing others in the organisation to do so is huge. Ultimately in customer service, to be told “sorry we messed up, let me fix it” is so much better than the flannel one normally gets.

Comment on Relax – You’ll Never, Ever be Asked For a Facebook Password by ENJOYWorkWith.Me

ENJOYWorkWith.Me — Tue, 15 May 2012 23:32:00 +0000

I agree, I don’t think this is something that actually happens with regularity. I am sure there are people out there who heard this idea and thought to themselves it’s a brilliant idea, though.

My main sticking point is, any company that would cross this personal line with me is one that I have absolutely no desire to work for. If this is where we set the bar before I’m employed by you, I’m doubtful personal respect is coming afterwards.

Were I asked to login to any of my accounts as part of an interview I would have no problem saying, “I’m sorry I’ve wasted your time, you are clearly not right for me.”

Comment on Is There a Gap Between Your Culture and Your Recruiting Practices? by Tom Gimbel

Tom Gimbel — Tue, 15 May 2012 19:53:00 +0000

Culture fit cannot be overlooked. No matter how great a candidate’s experience and no matter how many brilliant ideas they have for the organization, if they don’t mesh with the culture, they won’t succeed and they will most likely bring the company down.

To ensure candidates are a culture fit, we have them meet with multiple members of our staff during the interview process. This way, the candidate fully understands what they are getting into. It also allows various perspectives. Normally, if multiple members of my staff don’t believe the candidate will fit with the culture, they don’t receive an offer.

-http://www.pastfive.typepad.com/

Comment on The Most Important Conversation? It’s Sure Not the Performance Review by Steve Hunt

Steve Hunt — Tue, 15 May 2012 14:35:00 +0000

John, thanks for writing a well-balanced discussion on a topic where people typically express extreme viewpoints. The key point is that a performance review is a “review” – it is different from a performance coaching and feedback session. Peformance coaching sessions should definitely influence performance reviews and vice verse but they are not the same thing.

Performance reviews when done well
a. provide the company with an accurate evaluation of a person’s relative contributions to the company in terms of meeting expectations and demonstrating future potential through past behavior, and
b. provide the employees with clear understanding of the processes the company uses to make decisions affecting their career future (pay, promotions, etc.).

The primary goal of performance reviews is to accurately measure and document employee contributions in a way that the data can be used to make decisions on where to invest scarce workforce resources related to pay,development, and staffing. The problems with performance reviews occur when we treat them as though they were the same thing as performance coaching and development conversations – which they aren’t.

Steve

Comment on Unpaid Internships Revisited: Could Your Program Land You in Court? by StevenRothberg

StevenRothberg — Tue, 15 May 2012 14:18:00 +0000

Strictly speaking, this seems to be accurate: “What the DOL really means is that if an intern performs work that is not primarily intended to benefit the intern but instead benefits your company, then that intern probably should be paid.” But read the regulations and you’ll see that the company can accrue NO short-term benefit from the work of the unpaid intern.
I’ve had this discussion with dozens of employers who have unpaid interns or believe other employers should be able to hire unpaid interns and they almost always believe the DOL uses a balancing test that looks at the benefit to the intern in a vacuum. In other words, does the internship benefit the intern? If so, these employers argue, the internship may be unpaid. Wrong.

The test actually looks at the benefit to the employer, not the intern.

Comment on The Most Important Conversation? It’s Sure Not the Performance Review by Howard Risher

Howard Risher — Tue, 15 May 2012 13:59:00 +0000

Absoutely agree. Let me suggest a simple change — Managers need to be rewarded for how well they manage the performance of their people. And with carefully worded questions, ask their subordinates if they were satisfied.

And I would also ask the best of the managers to spend perhaps 10% of their time coaching those managers who demonstrate they need help.