I’ve been focusing a lot on the high level speakers — the people doing the keynotes and general session speakers — at TLNT’s 2015 High Performance Workforce Summit being held May 6-7 in Atlanta.
There’s a good reason for that — because they are people well worth coming to hear.
Our keynote and general session speakers are pretty incredible – Jeri Buchholz, Chief Human Capital Officer at NASA; Stacey Valy Panayiotou, Vice President, Global Talent & Development, for Coca-Cola; Kevin Wilde, Vice President of Organizational Effectiveness and Chief Learning Officer, at General Mills; Dr. Valeria Stokes, Chief Human Resources Officer & Chief Diversity Officer, American Bar Association; and great HR thinkers like Dave Ulrich and Dr. John Sullivan. Read more…
A long time ago, I worked with a company that valued managers with great personalities over just about anything else.
There was one particular guy who corporate management viewed as a superstar because he had such great “presence.” He had been lauded with all sorts of company honors, and although he certainly did make a great impression when you met him, it was hard to tell just what it was he did well.
A guy who worked closely with him (who later worked for me) started talking about this superstar manager one night over a drink. When I asked him what made ‘Tom” such a star, this guy rolled his eyes and said, “Tom can be really difficult to work for. Yeah, he has great presence, but he also has the attention span of a gnat.” Read more…
Imagine that you are walking alone across a vacant parking lot on a breezy day, when out of the corner of your eye you notice a crumpled-up bill blowing at your feet.
You immediately step on it to keep it from escaping, and then reach down to discover that it’s a $100 bill. No one is within 500 yards of you, and the wind is swirling leaves and other bits of paper around as far as you can see. You couldn’t find the rightful owner if your life depended on it.
The bill is yours to keep. Read more…
“Employees are our greatest asset” has become such a hollow phrase, any marketing department still including this language in its company’s promotional materials should be ashamed.
As someone once said to me, “However, unfortunate, the bigger reality [is] … employees are an expendable resource.”
Now, I had to think about this statement for a while, because — could this really be true? Can people be expendable? Or is that just a convenient lie we tell ourselves to justify treating them as though they were? Read more…
Editor’s Note: Readers sometimes ask about past TLNT articles, so every Friday we republish a Classic TLNT post.
Let’s be clear, the most useless HR activity is Performance Management. Hands down.
But since I have been an enthusiastic beater of that horse already, a close second has to be the Exit Interview.
Let’s review all of the reasons for their sacred cow status: Read more…
One statement sure to raise my ire when discussing the Power of Thanks in the workplace is: “They get paid to do their job. That’s recognition enough.”
It’s a patently false statement. Pay and recognition serve very different needs, but they are in a symbiotic relationship when it comes to fulfilling those employee needs.
All the recognition in the world won’t help resolve an underpaid employee’s base needs in terms of Maslow’s Hierarchy. And pay raises, consistently and appropriately given, won’t meet the higher-order employee needs, either. Read more…
Got a high-deductible health plan? The kind that doesn’t pay most medical bills until they exceed several thousand dollars?
If so, you or your employees are foot soldiers who have been drafted in the war against high health costs.
Companies that switch workers into high-deductible plans can reap enormous savings, consultants will tell you — and not just by making employees pay more. Total costs paid by everybody — employer, employee and insurance company — tend to fall in the first year or rise more slowly when consumers have more at stake at the health-care checkout counter whether or not they’re making medically wise choices. Read more…
By Michael J. Lotito
This week, National Labor Relations Board Chairman Mark Pearce and General Counsel Richard Griffin, Jr. came under fire from a sharply divided group of House members during a budget subcommittee hearing.
Members pressed Griffin and Pearce on the recent string of NLRB policies that will have a significant impact on labor policy and the ability of employers to manage their businesses.
In their opening statements, Pearce and Griffin reiterated that the NLRB has had to do more with less in recent years, and that the work they do is critical to ensuring that labor groups and employers treat each other appropriately. Read more…
By Eric B. Meyer
Yesterday, the U.S. Supreme Court kinda, sorta clarified pregnancy accommodation rules at work.
I’ll do my best to sort it out for you.
Let’s assume that you have a pregnant employee who tells you that she has a lifting restriction. In the past, you have accommodated employees with disabilities who had similar lifting restrictions. You’ve also done the same for folks who got injured on the job and others who lost their U.S. Department of Transportation (DOT) certifications.
If you don’t provide the same accommodation to the pregnant employee, have you violated the Pregnancy Discrimination Act (PDA)? Read more…
No, I didn’t make another mistake and mean to title this “Employee Discount,” but you were totally in your right to think I would make a mistake!
Yes, we discount our employees. We do this in a number of ways:
- Experience — The 10-year employee is always looked at less than a new employee coming in with 10 years of experience. Read more…