The other day, someone asked me about the last time my ethics had been tested at work and how I reacted.
I wasn’t sure how to respond. It’s a good question, and I wanted to answer it. Still, I hesitated to reveal too much about some of the less-than-honest bosses I’ve reported to in the last two decades.
These are bosses who lied, gossiped about their staff to other staff, broke confidences, fudged numbers to governmental agencies, botched payroll tax withholdings and covered it up, and willfully and recklessly turned a blind eye to leadership abuse — for starters. Read more…
A recent global survey, Global View: Business Video Conferencing Usage and Trends, conducted by Redshift Research on behalf of Polycom, Inc., dives into recent shifts in the way HR is communicating and shaping business culture.
Data for the report was collected from 1,205 business decision makers in four regions and 12 countries. Major discoveries of the report included the ways Human Resource executives perceive and are using video and video conferencing technology.
The data suggests that a move towards video provides advantages for talent management, staffing, training, productivity and flexible work enablement. Read more…
The things you can always count on in life are: death, taxes, and a lousy HR leader in your organization.
I think I saw that on a t-shirt at SHRM National conference one year! The reality is, HR leaders are selected a little different from most leaders in our organization.
Most leadership is selected this way (right or wrong):
- Perform really, really well; and,
- Get promoted into a position of leadership, whether you can lead or not.
By all other accounts, you probably aim to hire the best people for your organization.
This includes targeting those who went to elite universities, were top of their class, and come with a bevy of recommendations from professors and advisors. But, do top grads always equate to the best workers? Not according to Google.
In a recent conversation with the The New York Times, Google’s head of people operations, Laszlo Bock, outlined what Google really cares about when it comes to hiring — and it has nothing to do with going to a top-tier school or earning a perfect SAT score. In fact, Bock asserted that students who traditionally have an “easier” time earning top grades are taught to rely on their talent, which makes it hard to fail gracefully. Read more…
The annual NCAA basketball tournament that just ended this week is an exciting time for sports enthusiasts, and March Madness pools have become an integral part of office culture for many companies today.
Even for non-sports fans, the hype around the games can be a great way to build energy in the office and motivate employees during the lull that often settles in at the end of winter.
It would be great if there were events like March Madness all throughout the year to keep energy up in the workplace. Read more…
The importance of saving face in Asian cultures has been well documented, and Americans planning to work in Asia are often advised to get familiar with the concept.
But let’s be real. Americans are pretty OK with saving face, too.
A trusted boss early in my career taught me the truth of this, and I’ve been grateful ever since. Leaving people an out is often the right, wise, and humane thing to do. Read more…
A look at LinkedIn’s recently released Talent Trends 2014 report provides some interesting data about what’s on the minds of today’s professional workforce.
As the study confirms, we live in an age of unprecedented transparency: “More job opportunities are viewable online, and the available context – information on the company, its culture, and the team including the hiring manager – has never been richer.”
LinkedIn’s platform itself proves this point, and this ever-increasing transparency is certainly changing the landscape of talent acquisition. It asks to us to consider how the talent, people, are approaching and considering new careers. Read more…
“Do as I say, not as I do.”
There was a time when a parent who smoked, drank excessively, cursed, etc. could demand – and often expect – a different standard of behavior from their children simply by telling them, ” I want you to have a better life than the one I’m living, so don’t follow in my footsteps and make the same mistakes I’ve made.”
No one exactly knows when that all changed, but the referendum on being able to raise good kids by providing a bad example of what not to do has passed.
Similarly, the time has also passed for a boss to manage his/her employees under the “I can do this, but don’t you go thinking it’s okay for someone at your level to do” axiom. Read more…
Most managers hate the hiring process because:
10. It takes too much time and they have so many other things on their plates. Many feel screening and interviews just get in the way of getting their “real job” done.
9. When they need someone, they need them yesterday (or even three months ago). So they don’t really have time to do it right – to gather all the information they need to make an intelligent decision – and this makes them feel ineffectual. Read more…
Ripped from the pages of Inc. magazine’s recent article, 7 Habits of Remarkably Likeable Bosses, I give you … something slightly different:
The 7 Habits of Remarkably Likeable HR Managers!
Here they are:
- They are named “Kay.” Have you ever really not liked someone named, Kay!? Kay just seems like a friendly lady with at least three cats and grandchildren, a whole lot of grandchildren. Kay is helpful. Kay will give you a hug when you need it. Kay brings in really good comfort food with funny names like “Redneck Bunt Cake.” Read more…