The word of the year for 2014 was a hopeful one for workers.
Merriam-Webster recently announced that “culture” was the word of the year for 2014, given the large number of online lookups and a significant jump in lookups compared to 2013.
To be sure, workplace culture isn’t the only kind of culture people were interested in understanding better. Searches for “culture” also included students trying to get a basic understanding of the term, people interested in “celebrity culture,” and the recent debate over the concept of a “rape culture.” Read more…
Editor’s Note: It’s a TLNT holiday tradition to count down the most popular posts of the year. This is No. 3. Our regular content will return on Monday.
By John E. Thompson
The U.S. Department of Labor has released its proposed regulations implementing Executive Order 13658, President Obama’s directive to raise the minimum-wage rate for workers on federal contracts from $7.25 per hour to $10.10 per hour (subject to annual increases after 2015).
We wrote about this initiative earlier in the year; we will not repeat those discussions here. Read more…
If you’ve read any significant amount of literature on management, you’ve likely come across the Peter Principle – that people will get promoted to their own level of incompetence.
The idea is that people are promoted to management positions because they’ve proven to be successful at the core function of their current job, not because they’ve been successful at the core function of their new job – managing a team of people.
There are a lot of things that can happen when people who aren’t very good at managing people assume management positions. Today, we’ll look at just three: Read more…
We know that it’s far cheaper to retain an employee than to replace them.
But in order to understand how to retain, we first need to understand the elements that go into an employee’s decision to stay or leave their job.
Generally speaking, there are three broad categories of elements that make up an individual’s decision on to stay or quit their job:
- Overall compensation;
- Job satisfaction; and,
- Career progression. Read more…
Every employee who works for you will eventually arrive at a crucial intersection, if they haven’t already.
At that point, you hope they turn right and buy-in to your leadership and the vision and values of your company. Turning that direction means that they see a future for themselves with your organization so they’ll invest themselves fully and go all-in.
Unfortunately, some will turn left and quit on you without actually quitting. They’ll take on the “me against the machine” mindset and begin looking for shortcuts and ways they can do just the MDR (Minimum Daily Requirement) that it takes to fly below the radar and avoid getting called out or fired. Read more…
North Americans tend to be a results-oriented bunch. We applaud an endeavor’s result, but are sometimes myopic about how that result was achieved.
The same can be said about some business leaders. They revel in high net promoter scores and loyal brand consumers, but fail to appreciate the efforts of those who are nurturing customer relationships on a daily basis to attain those results.
The Hay Group publishes the World’s Most Admired Companies (WMAC) list. A study of the organizations on the WMAC list analyzed the connection between employee engagement and a company’s business development and customer relationships. Read more…
It’s no secret that employee engagement drives productivity in the workplace.
In fact, organizations with a high level of engagement reported having 21 percent higher productivity, according to research by Gallup.
In an effort to create an engaging company culture that both boosts productivity in the workplace and creates loyal employees, companies are choosing to adopt new, unique ways of keeping their workers satisfied and engaged while at work. Read more…
Editor’s Note: It’s a TLNT holiday tradition to count down the most popular posts of the year. This is No. 1 – our most well-read post of 2014. Our regular content will return on Monday.
Imagine the last time you were happy and content at work.
Hopefully it’s not once in a year type of thing, but let’s imagine it was two days ago when you finally finished a long-lasting project that had been keeping you up all night. Read more…
I left my first post-college professional position after a little over four years on the job.
In that time, I had worked my tail off for the organization with 60-80 hour weeks as the norm, had been promoted twice, and had built a program that was one of the most innovative and forward thinking in the industry.
In return, after I gave my notice, I was refused any future reference (beyond confirming dates of employment), had no acknowledgement of my contribution, and was more or less treated like a leper for my remaining two weeks. Read more…
Global economic growth and the resounding need to engage employees in all parts of the globe dominated HR headlines in 2014. But as one year closes and another one moves ahead, it’s time to once again predict what is in store for 2015.
Here are three (3) distinct HR trends that we fully expect to headline conversations in the new year. You’ll see that the common thread in these trends is the emphasis on new technologies and innovations that will drive the HR industry forward.
From benefits technology to leveraging big data to better understanding your employees, 2015 will bring with it sophisticated new technologies and methods for HR, which, if approached correctly, will be a win for all parties. Read more…