First of three parts
Many firms use exit interviews to find out why employees are leaving their jobs.
Unfortunately, asking an employee on their last day “why are you leaving?” doesn’t provide useful information in time to prevent the turnover.
A superior approach that I’ve been recommending for over 20 years is a “stay interview.” I alternatively call it a “pre-exit interview,” because it occurs before there is any hint that an employee is about to exit the firm.
A stay interview helps you understand why employees stay, so that those important factors can be reinforced. Read more…
Perks are becoming more popular because of high-profile examples in Silicon Valley, where perks have been taken to the extreme.
Foosball tables, free lunch, phone stipends, and frequent flyer miles are so-five-years-ago amenities that have largely become expectations rather than a bonus.
I attended the holiday party for a division of Apple last year, and they gave all employees in the division an iPad mini. Merry Christmas, indeed! Read more…
“People who love their jobs aren’t choosing jobs they love – they’re making jobs they love,” says Dr. Shane Lopez, Gallup senior scientist and author of Making Hope Happen.
Dr. Lopez interviewed thousands of workers to discover the attributes and behaviors shared by people who love their jobs and discovered that a beloved job rarely started out as a dream job.
Employees who loved their jobs found a good job, and then proactively shaped it into a job they could love. At the same time, they surrounded themselves with people in the workplace who cared about and encouraged their progress.
Dr. Lopez offers these additional insights for creating a job you’ll love: Read more…
Humility may be a virtue, but it’s also a competitive advantage.
According to research from the University of Washington Foster School of Business, humble people are more likely to be high performers in individual and team settings and they also tend to make the most effective leaders. Yet the attribute of humility seems to be neglected in leadership development programs and it’s often misunderstood.
The research team defined humility as a three-part personality trait consisting of an accurate view of the self, teachability, and appreciation of others’ strengths.
“Humble leaders foster learning-oriented teams and engage employees. They also optimize job satisfaction and employee retention,” says study co-author Michael Johnson. Read more…
First of two parts
Booz & Company just released a very interesting culture study.
Here’s the bottom line: Everyone knows culture is important, culture is not being effectively managed, and they gave some incredibly over-simplified guidelines for managing culture. There must be a better way to build pride, drive out fear, and manage culture effectively.
Here are the highlights from the full study: Read more…
A recent study by Spherion, The 2013 Emerging Workforce, examines the 2013 workforce and the post-recession resurgence of the “emergent worker mentality,” characterized by the study as one which focuses on a free-agency style employment.
While the study provides data to support this point it is more than likely we have experienced the validity of this resurgence in our daily lives, perhaps witnessing friends or colleagues job-hopping more frequently, or seeing an increased social conscience in employees and new talent.
Whether we’ve confirmed suspicions that our current workforce is driven by a very different set of factors than previous generations or not, insights from this report can help to remind us of the importance of understanding this emergent worker mentality. Read more…
I get asked a lot about the future of HR and I always say – if I’m not talking to someone totally uptight – that in about 10 years most of us will be replaced by artificially intelligent machines who don’t whine about money or appreciation.
That’s why I tend to limit my crystal ball gazing to about five years.
(For you doubters, I just watched a science show in which I learned that the biggest obstacle to robots replacing humans isn’t the ability to think or learn, it’s the ability to climb stairs! And between you and me, I think they’re gonna solve that one sometime over the next 10 years.)
So let’s look at the next five years and leave everything beyond that to the clever folks over at MIT. Here are seven (7) trends that are transforming HR as we speak, and by extension, how work is compensated. Read more…
The secret to employee retention is not to try and reinvent the wheel, but emulate the practices used by organizations that have been very successful at keeping their staff.
Two such organizations are Marriott Hotels and Southwest Airlines. Both companies have extremely low staff turnover, while still consistently posting profits.
Both have successfully tapped into a very powerful truth. The underlying basis of their success is that they are able to provide for the basic emotional needs of their employees in a manner that creates lasting ties to the organization. Read more…
Editor’s note: Weekly Wrap is stepping back and celebrating the life of Nelson Mandela today. We’ll be back with our regular format next Friday.
By Howard Mavity
After 30 years of seeing the worst of the workplace, I have few heroes left. This week, I lost my JFK or MLK.
I’ll remember where I was sitting when I learned that the lion who was Nelson Mandela, had roared his last. I choose to believe that’s how he went out. –as a lion of a man.
My 19 year-old son and I were in Soweto last June when everyone expected Nelson Mandela to die. It’s hard to describe our feelings as we sat in his church near his home. We pondered all that we had learned in South Africa in the preceding weeks. Read more…
Two major incidents in the last week made me think about the signs of a culture of fear since fear is the ultimate culture killer!
Ex-Rutgers basketball coach Mike Rice was interviewed by Good Morning America host Robin Roberts about the abusive behavior that led to his firing nearly seven months ago. He proclaimed “I’ve changed” as he showed remorse for his actions that included pushing players, throwing basketballs at their heads, screaming obscenities, and using anti-gay slurs.
Rutgers of course isn’t the only organization that’s been horrified by something in their culture. Read more…