You know what your organization wants from you?
It’s not to be great. Or to be an “A” player. Or high energy. Or Top 10 percent.
It’s also not to just show up.
The only thing you really need to do is to be consistent. Not consistently great or consistently sucky. Just come in and meet expectations. Every day. Every week. Every year.
Consistent. We can count on Tim, he’s consistent. Read more…
An argument for the “end of HR” has been made from time to time.
Heck, just a few months ago we read a scathing takedown of the classic HR model by Bernard Marr, which he titled Why We No Longer Need HR Departments. He led off by saying:
Nothing matters more to companies than the people who work there. Companies are nothing without the right people! And I am sure that not one, single individual wants to be referred to as a ‘human resource’.” Read more…
Anyone who knows me knows I’m an “Olympaholic!”
I LOVE the Olympic Games — Summer, Winter, it makes no difference. I love them all!
Beyond admiring the amazing athletic prowess, what really makes the Olympics special to me is all the personal interest stories.
It’s a peek into the lives of the athletes to learn about their stories. Most have had to overcome some sort of obstacle or set-back and I simply find it inspirational. Read more…
As many of us know from experience, too often people are promoted because they are good at what they do, but not all high-performing individuals make good managers.
Companies need to know what to do about this situation since they promoted the person and are now responsible for this new manager’s training and leadership growth.
So, just how does a company manage a manager who can’t manage? Read more…
I had the most remarkable conversation with a new client CEO this week. As a kickoff to the project, I wanted to understand his expectations about the work I was to do.
He is new to the organization and comes in the middle of a period of overwhelming growth and change. As we discussed his vision for the organization, and as he looked at his leadership team through that lens, he told me that he saw a reluctance on the part of his leadership team to say “no.” Read more…
It must be nearing annual performance review season, because my reader is filling up with news articles and blog posts on the topic – all of them reiterating just how broken the traditional process is.
Why is the traditional annual performance appraisal broken?
There’s several reasons, including too much emphasis on feedback from just one person (the manager) and far too infrequent giving of needed feedback (both praise and constructive refocusing). Read more…
PayScale has just released its 2014 Compensation Best Practices Report, and I was asked to take a look because (full disclosure) PayScale is a client.
Regardless, I was happy to check the report out seeing as (1) the graphics are pretty; and, (2) it’s crammed full of useful information about business trends.
The report contains input from 4,738 professionals, including 1033 CFOs, and some of the data surprised me. Such as: Read more…
Remote working, distributed teams, telecommuting. They all speak to a decentralized community of co-workers who rarely see each other, and even more rarely, get to know one another in person.
But in today’s competitive economy, it’s becoming more common and even necessary for companies to embrace telecommuting as a core strategy in hiring and retaining talent.
It’s definitely a trending topic lately, with companies like Yahoo ending their historically lax remote hiring/working strategy in 2013, to other companies fully immersing themselves into the remote working culture. It’s certainly been critical to my company as we’ve built a highly productive, engaged team in an industry that fights over every last scrap of talent. Read more…
America Online is making some poor employment-branding choices again.
Last August, AOL CEO Tim Armstrong (right) publicly fired an executive while on a conference call – a call where he was explaining other layoffs and cutbacks in the company’s Patch operation.
This past week, Armstrong announced that the company would be making a change to its 401(k) that would save the company $7 million per year. This sparked a media outrage that culminated in him publicly reversing the decision three days later.
There’s a lot to unpack in this story. Read more…