There is a common misconception that contract workers are lower-level or not the “cream of the crop.”
This misconception stems from the picture many people have in their minds of the clerical or blue-collar temps of the past who mostly took temporary work when they couldn’t find a traditional job.
But today’s contractors can be found in nearly every industry and in positions up to and including the C-suite. Companies can truly find cream of the crop contract candidates, particularly in the technical, professional, and health care arenas.
For many candidates, contract staffing is no longer a last resort or simply a path to direct employment — it is a chosen lifestyle. 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…
Leaders who step back and consider their employee engagement and outreach efforts for a moment may realize that they have lost the thread.
If employees are looking for new roles or considering leaving — and today, many are doing just that – calling them “engaged” seems foolhardy. Instead of pouring more resources into the assessment metrics that are already in place, it could be better to simply change strategies at a base level.
It’s not too late to switch tactics, and every moment that a business pushes forward with a system that is failing to reach the modern workforce, the danger of losing those employees becomes more immediate. 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…
“Even the oldest trees aren’t ashamed to stand naked.” — Marty Rubin, American author
How transparent is your organization? Does every person in every department have a working knowledge of the organization’s goals, mission and vision, and core values?
Perhaps your organization even practices a more radical transparency, where any employee can check the monthly numbers, read board meeting minutes, and review proposed policy changes. Some companies also provide access to their capital structure and strategy, stress collaborative decision-making — and even make everyone’s salary a matter of public record. 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…
The San Francisco Giants are going to baseball’s World Series for the third time in five years. And a big reason why is the team’s workplace culture — a culture that organizations beyond baseball can learn from.
The Giants are a “teamy” team, one with heaps of solidarity, ego-sacrifice and brotherly love. That workplace climate, sometimes called “chemistry,” has helped make the Giants a talent magnet, prepared them to overcome major adversity, and propelled them to their sport’s biggest stage again.
“We’ve just got a bunch of guys who have come together,” Giants third base coach Tim Flannery said after the team won their National League pennant series over the St. Louis Cardinals. “And there’s something magic that happens in this clubhouse.” Read more…
Meetings get a bad rap and the arguments against them are well known:
- They get in the way of productive work;
- Too much of meetings are spent recapping previous meetings;
- They often don’t produce a decisive way forward.
For these reasons and many more, people avoid setting meetings like the plague, and regularly scheduled meetings can fall by the wayside. Read more…
Employee engagement is all the rage these days.
It should be, considering that only 13 percent of employees feel engaged by the work they do, and that low engagement leads to high turnover, which can cost companies up to 150 percent of an employee’s salary.
But with so many factors involved in employee engagement – job satisfaction, stress, work-life balance, purpose, relationships, physical and emotional well-being – it can be tough to achieve. CEOs and HR leaders at leading organizations are learning a focus on employee well-being impacts most factors critical for employee engagement. Read more…