These are the most shared articles on TLNT right now.
Imagine if Ferris Bueller, from the iconic 1986 movie Ferris Bueller’s Day Off by John Hughes, had a technology start-up.
The idea of Ferris the entrepreneur isn’t so far fetched. He was an inventor, after all. Remember the slumbering snoring Ferris-dummy he hooked up to his bedroom stereo and successfully fooled his own mother?
What would Ferris do to find the right talent? Read more…
Is there a gap between your recruiting practices and your culture?
In today’s economy, even organizations of modest scope can expect many willing and qualified applicants for every open position. So if your small to mid-sized company is hiring, you may think you’re sitting pretty, and you may be tempted to snap up candidates who appear most qualified by reason of their resumes.
A word of caution: in bringing talented performers in the door, you shouldn’t forget the workplace environment into which you’re releasing them. No matter how impressive a candidate’s background and apparent qualifications, a mismatch with your corporate culture can turn a seemingly stellar candidate into a sullen short-timer or, worse, a disgruntled naysayer. Read more…
First of two parts
In his EO Alchemy 2011 talk, Simon Sinek, author of Start with Why: How Great Leaders Inspire Everyone to Take Action reported the response he received during his interviews with members of the U.S. Marine Corps about what made it such a remarkable organization.
He said one succinct response summed up the ethos best: “Officers eat last.”
Sinek went on to say: “If you want your employees to be completely devoted to you and your cause, you need to be completely devoted to them.”
His observation reminded me of the many conversations I’ve had with frustrated leaders who wondered why their employees didn’t seem to care. It reminded me of Human Resource professionals asking for tips on improving employee engagement. Read more…
Employee loyalty is one of those topics that can divide a room.
Well, at least room full of HR Pros who live and breathe recruiting, retention and productivity. Some argue loyalty is long dead, thanks to corporate actions begun in the 1970s and ’80s. Others believe loyalty is alive and well, but to fellow colleagues and managers, not to the organization per se.
Regardless of your position, employee loyalty can have a profound impact on organization culture and business results, not to mention individual employee engagement, performance and productivity. Read more…
We know prolonged sitting is detrimental to individual and business health.
Prolonged sitting decreases productivity and creativity and ratchets up stress. Research now links prolonged sitting to more extreme health risks, such as obesity, Alzheimer’s, diabetes and heart disease, and even an earlier death.
The research is telling us: We need to unseat employees. But how? Until dance walking through the office becomes the norm, we’re going to need some help. Read more…
When American college students and recent graduates go looking for a job, they want quick answers, trustworthy insights, and evidence the employers know how to use the various social media channels to add value to their search.
So says PotentialPark, a Swedish recruitment market research firm. Its annual survey (U.S. results were not posted as of this writing) of 3,552 U.S. college students and recent grads found young job seekers are comfortable with social media and expect that you will be too. While 86 percent of them make use of company career sites, more than half (56 percent) expect to find a company on Facebook, and 69 percent expect you to be on LinkedIn.
What PotentialPark found when it audited the corporate career sites of almost 500 U.S. firms was that only 57 percent link to their Facebook page; 79 percent connect to LinkedIn or some other professional network. The career site itself, says PotentialPark, “rarely offers any interaction.” Read more…
“We know we were sloppy. We know we were stupid. We know there was bad judgment. We don’t know if any of that is true yet. Of course regulators should look at something like this, that’s their jobs. So we are totally open to regulators and they will come to their own conclusions. But we intend to fix it and learn from it.”
That statement was from CEO Jamie Dimon of JP MorganChase on taking responsibility for the massive loss of $2 billion that happened in the past six weeks.
This post will in no way attempt to even go to show how this massive amount of money was lost. But, I will go to where more leaders and managers should also go. “We” (or “I”) made a mistake is a profound statement that all of us from time to time are guilty for not having in our vocabulary. Just a few words, sincerely stated, goes a long way towards making amends. Read more…
If you have ever had occasion to reward talent there is one question you must ask before you can begin to answer the question of how to reward high performers:
“What motivates the employee you’re looking to reward?”
Is the person you’re rewarding an hourly employee? Salaried? Commission based?
If it’s a money-motivated type, cash is typically king. Read more…
Case studies provide an exceptional opportunity to learn – both the good and the “misguided.” Here are three misguided employee recognition case studies to learn from this week.
A primary attribute of strategic recognition is its ability to convey your most important objectives and values to all employees in a personal, meaningful way. But that only works when all employees feel they are active participants – both in the giving and receiving of such recognition. Campbell’s ‘Healthy Lifestyle Award’ misses the mark on nearly every front: Read more…
Think about it: an employee successfully went through the process of finding, interviewing and accepting a new job, only to be pulled back in by the company they already committed to leaving.
Whether their reason is salary, position, a better company, or sheer boredom, there are very few instances, if any, when a counter offer should be made — or accepted.
The reality is that even if a counter offer is accepted, the employee will soon fall back into the funnel of unhappiness or doubt that originally caused them to look for a new job. More often than not, the offer just delays the inevitable. Read more…
“Please Join: http://groups.yahoo.com/group/EmpoweringPeoplePower http://www.linkedin.com/groups/Whizible-Advance-Service-Management-Beyond-4082706”
— Sajal Ghosh on Hitting a Home Run in Talent Management: The Key is HR Analytics, 50 minutes ago
“Great advice on how to do networking correctly. thank you.”
— Exec Career Svcs on Authentic Networking: How You Can Build Your Extra “Team”, 2 days ago
“I like this. I see discussions on LinkedIn from time to time saying that Texas ranks #1 in creating jobs. What . . . ”
— Jacque Vilet on Weekly Wrap: Does it Every Pay For Someone to Fib on a Resume?, 2 days ago
“agreed”
— Carol Schultz on When You Reward, Make It About the Employee – Not the Employer, 2 days ago
“agreed”
— Carol Schultz on When You Reward, Make It About the Employee – Not the Employer, 2 days ago