Editor’s Note: Readers frequently ask about past TLNT articles. That’s why we republish a Classic TLNT post every Friday.
Have you ever wondered what your CEO really thinks about employee engagement?
Many of us have, and new research from the UK’s Ashridge Business School provides some answers.
The study found CEOs had a pretty good idea of what employee engagement is and what it could do for their organizations. They view engagement as a strategic narrative (and ongoing dialogue) within their organizations that creates emotional connections and purpose for employees. Their view of the end result is a culture where people choose to give the very best of themselves at work. Read more…
“Surround yourself with the best people you can find, delegate authority, and don’t interfere as long as the policy you’ve decided upon is being carried out.” — President Ronald Reagan
As a leader, you know you must delegate many of the tasks for which you’re ultimately responsible, if you’re to be successful in meeting your goals.
You know you can’t do it all yourself. Typically, under-delegation is more common than over-delegation, and most leaders should give more away.
That said, there are some things leaders should never delegate. 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 like watching the TV show The Voice.
It’s singing competition show that has four famous singer judges who compete against each other by picking teams of singers who compete against each other. But, The Voice doesn’t allow the professional judges/coaches to actually physically see the participants before they’re selected.
It’s a “blind” audition. They the judges can hear them and have to decide if they want the singer based upon their voice, not how they look. It’s really well produced and the people are talented and hungry. 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…
HR Strategy? No, People Strategy
What’s the difference? I’m so glad you asked!
I don’t think that there is anyone in the human resources profession who doesn’t yearn to be “strategic,” but what does that really mean? Read more…
Talent is getting unprecedented recognition as a key determinant of business success, and talent management has become so crucial to business growth that it’s forcing organizations to re-examine how they attract, develop, retain and engage employees.
Therefore, building leadership capacity is perhaps the most pressing strategic imperative in business today.
In a global survey of business executives conducted by Right Management and The Conference Board, over 80 percent of companies reported they intend to grow talent internally versus hiring leaders from the open market. Read more…
Second of two parts
No discussion of “the new HR” can get very far without running into the business buzzword of the last year: Big Data.
The ability of technology to bring together huge volumes of information from a variety of sources means we can now tackle problems and provide forecasts that would have been too labor intensive to produce just a few years ago. When it comes to Human Resources, that means better workforce planning, better talent management and quicker ability to adapt to changing markets.
So, is your HR team ready? 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…
Tell me about your workplace environment. What’s the general attitude or “feel” of the office?
Hopeful and energetic? Downtrodden and despondent? Somewhere in between?
What’s your personal reaction to this environment? How do you work within it or contribute to improving it? Do you see this as your responsibility? Read more…