These are the most shared articles on TLNT right now.
Here are 10 ways to guarantee that your best people will quit:
10. Treat everyone equally. This may sound good, but your employees are not equal. Some are worth more because they produce more results. The key is not to treat them equally, it is to treat them all fairly.
9. Tolerate mediocrity. A-players don’t have to or want to play with a bunch of C-players. Read more…
First of two parts
The human resources department is doomed.
There is no viable future for the HR function, and HR professionals will inevitably be replaced by software. At least that’s what some are saying.
They’re wrong.
Without a doubt, software is changing how HR functions. But rather than spell the end of human resources, the nine experts I interviewed predict these changes will provide growth opportunities for HR professionals. Read more…
If you’re not getting exceptional hires, it may be because your traditional interview process is simply not designed to excite them.
Instead of dwelling on the past, a superior alternative is to ask them to solve real problems, and to demonstrate that they are forward-looking and that they have solutions for the future.
Top candidates routinely dislike standard interviews because they find them tedious and predictable. Most interviews are simply not designed to allow a top candidate to show off their capabilities, ideas, and innovation.
As a result, if you are recruiting for a mission-critical job that requires an exceptional hire, you simply cannot afford to bore top candidates with standard interview questions. Read more…
Have you heard of Adam Grant? If not, you soon will.
Not only is Dr. Grant the youngest tenured professor at The Wharton School of Business at the University of Pennsylvania, he’s also their highest-rated teacher in their MBA program. His new book, Give and Take: A Revolutionary Approach to Success, is getting a lot of buzz lately and here’s why.
Dr. Grant’s research shows that in our technological world, our relationships play an even more important part in an individual’s success. We need to operate in a much more interdependent manner. Read more…
We’ve all heard the truism that people quit managers not jobs.
If retention of top performers and key talent is a priority for you, then one of the first places you should look for improvement is in the relationship between managers and employees.
This recent article, for example, points to a recent survey showing 20 percent of people say their bosses hurt their career. Half of employees, on the other hand, said the boss had a positive impact. Read more…
Your CEO doesn’t want you to be a human resources leader — they want you to be a business leader with human resources expertise.
While that may just seem like a clever turn of phrase, there’s a growing body of research that supports this concept and HR leaders would be well-served to heed the advice.
Consulting firm Schuster-Zingheim provides research and guidance for HR through direct interviews with CEOs, COOs, and CFOs on how the C-Suite expect HR professionals to align employees with their organization’s future. Read more…
Many people agree turnover is a growing issue, particularly as hiring picks up.
But what are most organizations doing about it, aside from implementing some short-term solutions when they discover it’s a problem?
Reducing employee turnover actually starts with the hiring process — but there are important management aspects to consider as well. Here’s what several experts had to say about the issue: Read more…
In the last few months in my travels to lead workshops with clients and to present at various HR and strategy conferences around the world, I’m hearing a repeated refrain about employee retention.
In my (admittedly unscientific) survey of these large, global companies, the importance of culture as a main component of a retention strategy is once again rising to the fore.
Some companies have maxed out their compensation and cannot compete for talent based on pay alone. Others know the only real difference between what they have to offer top talent from the competition is the strength of their workplace culture as an exciting, innovative and appreciative environment.
Or, as a recent Chief Executive magazine article put it: Read more…
Want to know what’s reeeeeeally going on in the world of work?
Right Management, the talent and career management arm of ManpowerGroup, has released a flurry of study results in recent weeks. Here are the highlights:
For the third year in a row, a lack of high-potential leaders is the top concern for U.S. HR execs, 32 percent of whom put it at the top of their list.
“The year-to-year consistency in our findings tells us that future leadership or lack thereof is top of mind for organizations nearly everywhere,” says Gerald Purgay, SVP of Right Management. Read more…
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— Amy Jones on Job Titles Gone Wild: Why It’s Silly to Call Yourself “Director of Fun”, 8 hours ago
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— drblynnware on 3 Good Reasons Why Employee Engagement Surveys Fail, 8 hours ago
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— Heather R. Huhman on 10 Tips For Reducing Employee Turnover, 9 hours ago
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— Kyle Jones on Job Titles Gone Wild: Why It’s Silly to Call Yourself “Director of Fun”, 10 hours ago