A few years ago, I worked for a marketing and consulting firm that hired me as a Director to build a big book of business.
Since it was a smaller firm, the cash compensation was on the lower end of the spectrum; however, they offered a competitive commission package and unlimited PTO.
I told my husband about the offer, and he said, “There’s no such thing as unlimited PTO, Laur. That means that you can’t get fired if you never come work.”
I said, “Why do you have to be like that?” (True story. Marriage. Good grief.) Read more…
We all make this mistake, and we’ll continue to make this mistake.
It’s the same old story: One of your employees performs really, really well, and because of their performance you move them out of the position they are in and put them in a leadership position. Then, they fail and become a lousy performer.
The best companies in the world make this mistake, and keep making it. The worst companies make this mistake as well, as does every other company in between. Read more…
By Eric B. Meyer
Remember that Americans with Disabilities Act case involving Walgreens and the $1.39 bag of chips?
In that one, the store appeared to really step in it by firing a diabetic who ate a bag of chips from the store without paying for it. The employee claimed that she needed the chips for her diabetes. The store defended its actions by arguing that the employee violated its no-grazing policy.
Some $180,000 later, that case was settled.
I don’t know how much the chicken poppers sell for at Wal-Mart. And the recent case involving the company’s no-grazing policy didn’t settle either. Read more…
Editor’s Note: Readers frequently ask about past TLNT articles. That’s why we republish a Classic TLNT post every Friday.
HR ladies secretly love to write performance improvement plans.
Let’s face it — performance problems are exciting. No matter how it ends, HR looks like it is making an impact on the company. And you get to use your lawyer voice!
(Why the hell did I earn my SPHR if I can’t play lawyer?) Read more…
The world of workplace rewards in 2022 may feature scary aspects where constantly-monitored employees are overworked, paid only for performance and pitted against each other, only to be discarded if found wanting, according to a major survey.
An alternative prediction was that the employer of the future would be dedicated to enriching individual worker talents and fulfilling personal interests while minimizing environmental impact. The third possibility described a world featuring networks of independent contractors cooperating in virtual work relationships.
These predictions came from PwC, the consulting firm that polled 10,000 people in the U.S., UK, Germany, India and China and over 500 HR managers across the world for this report. Read more…
By Eric B. Meyer
After scoring a touchdown against the New England Patriots on Monday night, Kansas City Chiefs safety Husain Abdullah dropped to his knees and prayed.
As Kevin Draper at Deadspin.com reports, a tweet from Abdullah’s brother further confirmed that the player’s post-TD celebration was a Muslim prayer.
Except the referees responded with a 15-yard penalty on the Chiefs for excessive celebration, for which the NFL later accepted blame.
Oops. Read more…
That lazy, indolent, pleasure-seeking, mercurial generation. A group characterized as loving rewards but rejecting correction. The generation that the executives of yesterday cringe to see populating their hiring pools (in only six years, 46 percent of the workforce will be Millennials).
But is this cynicism fair? Do Millennials really live down to these debased expectations? Read more…
Haven’t we talked about employee engagement enough?
Nope! Despite the amount of time, energy and effort that organizations around the globe are investing in helping engage people in work, things aren’t improving much.
Weekly pizza socials, guest speakers and telecommuting options are certainly appealing. I like pizza as much as the next guy. And, sure, a monetary bonus and summer hours will certainly put a smile on someone’s face.
But here’s the issue – none of these things will motivate your people day in and day out. These tactics don’t drive people’s discretionary efforts, passion or dedication. Read more…
I loved the video below (People Are Awesome 2013) so much, I used it in two recent presentations on how to cultivate a resilient workforce.
Now, I didn’t just share this video because it was so fun and uplifting; I shared it because it is a great metaphor for the following:
- The potential people — including your employees — have to do awesome things; Read more…
I think there is an epidemic in our society, and I’m going to blame Apple.
Sure other cell phone companies do the same thing, but Apple was the one who really made this such an issue.
Last week, Apple released the latest version of the iPhone and the entire world stood in line to get the latest phone.
I have a iPhone 5s; the new version is iPhone 6 or 6 Plus. Apparently, my iPhone 5s is now garbage. It’s not, but Apple wants me to think it is, so I get the new version. Read more…