Classic TLNT

The No. 1 Thing That Job Seekers Really Do Wrong

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Editor’s Note: Readers frequently ask about past TLNT articles, so every Friday, we republish a Classic TLNT post.

I was asked recently by a job seeker: “How do I zero in positions that I’m qualified for and, those that I will be challenged by?” (and a shout out to Michael Kubica, MBA for the question).

After going back and forth with Mike, I think the question is really: “How do I get a job that will use my skills and that I will actually find interesting?

Most people don’t really want to be “challenged” – they use the word “challenged” or “challenging,” but when push comes to shove, what most people want is a job where they feel like their contributions are valuable to the organization, and, they’re using the skills they are best at. Read more…

Leadership, Talent Management

10 Ways to Get Employees to Step Up and REALLY Own Their Job

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Every employee who works for you will eventually arrive at a crucial intersection, if they haven’t already.

At that point, you hope they turn right and buy-in to your leadership and the vision and values of your company. Turning that direction means that they see a future for themselves with your organization so they’ll invest themselves fully and go all-in.

Unfortunately, some will turn left and quit on you without actually quitting. They’ll take on the “me against the machine” mindset and begin looking for shortcuts and ways they can do just the MDR (Minimum Daily Requirement) that it takes to fly below the radar and avoid getting called out or fired. Read more…

TLNT Events, Webinars

TLNT Webinar: Influencing Behavior and Getting to “Yes”

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You’ve come up with a great new approach to a problem, or a new process that will make your team so much more efficient. The problem? You need to get buy in from different people who may not share your priorities.

Ever wished there were steps you could take or words you could say that would increase the chances of someone saying “Yes” to your suggestions?

In the last 30 years, psychologists and researchers have started to come up with some answers, and taken an interest in the subject of how people make decisions, and what impacts the decision-making process, too. They’ve discovered that there are specific behaviors and approaches that we can use to have more influence on the behavior of  people around us.

The secret you need to know

The secret is understanding all of factors, external and internal, that impact the way people make decisions.

Learning more about the psychology of influence and how decision biases work can help us communicate more effectively, influence behavior and persuade our audiences. It can also help us recognize when these tools are being deployed to influence our own decision making and give us greater insight into the factors that affect the decisions we make for ourselves.

Join our free webinar on Thursday, Feb. 26 for a practical session on proven tools and techniques to influence people’s behavior and increase the chances they’ll say “Yes” when you need them to.

During the webinar, our expert speaker, Paul Herbert, will address:

  • Social Psychology principles including reciprocity, commitment and consistency, social proof, and consensus;
  • Decision biases like the Decoy Effect and the Endowment Effect;
  • Ways you can leverage these principles and biases to be more successful when you’re presenting ideas;
  • How to know when the tools are being used on you to nudge your decision making.

Who should attend?

This webinar will be valuable for any professional who needs to sell an idea, get buy in or plans, or simply increase the chance of getting to “Yes.” If that’s you,  join us on Thursday Feb. 26.

The webinar will fill up fast. Register for free to reserve your seat now.

Registration Link:  https://cc.readytalk.com/r/jjzhhzac1b8g&eom

Date/Time: Thursday, Feb. 26 at 2 pm Eastern/11 am Pacific

Sponsored by:  Insperity 

Can’t attend? No problem! Register for the webinar and you’ll receive a link to view the video recording the next day.

HR Insights, HR Management

First Rule of Management: Everyone Doesn’t Have to Know Everything

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In an article from Psychology Today titled, Help — My Boss Is Incompetent!, Beverly D. Flaxington writes:

“They [incompetent managers] may not know which information to impart, which to hold back, and which to hold as confidential.”

I couldn’t agree more.

Upon reading Flaxington’s observations, what immediately came to my mind was all the managers from my past without the good sense to keep some nonsense to themselves instead of passing it on as worthwhile news. Read more…

Rewards & Recognition, Talent Management

A Recognition Basic: Sometimes, It’s Just About Noticing Colleagues Efforts

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Above and beyond – that’s a common theme for what types of employee contributions should be recognized.

And it’s a good theme. This is so important to some of our clients that they’ve even branded their recognition programs “Above and Beyond.”

But what about “completely different?” Or “entirely outside of the job description?” Sometimes we recognize and reward these individuals, but all too often we punish them instead, forcing them back into the box and encouraging them to “just get the job done.” Read more…

Culture, Talent Management

Five Great Out-of-the-Box Ways to Engage Your Employees

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It’s no secret that employee engagement drives productivity in the workplace.

In fact, organizations with a high level of engagement reported having 21 percent higher productivity, according to research by Gallup.

In an effort to create an engaging company culture that both boosts productivity in the workplace and creates loyal employees, companies are choosing to adopt new, unique ways of keeping their workers satisfied and engaged while at work. Read more…

HR Insights, HR Management

Do You Really Need to Write an HR Policy For THAT?

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My husband calls them “blond moments” when he shows me a cartoon and I don’t get it.

I’m also a bit gullible when I read spoofs and satires. No, thank you – I don’t need oceanfront property in Arizona.

Today he sent an article from The Onion which I got right away. Yes, I know The Onion is a satirical publication; I learned that when I took him a story I thought was true, and he chuckled for about an hour.

I actually did a double take on the one he sent today – HR Director Reminds Employees That Any Crying Done At Office Must Be Work-Related. Oh my, I hope not. Oh, I get it – it’s a spoof! LOL. Read more…

Culture, Talent Management

Want a Good Measure of a Company? It’s How They Treat Those Who Quit

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I left my first post-college professional position after a little over four years on the job.

In that time, I had worked my tail off for the organization with 60-80 hour weeks as the norm, had been promoted twice, and had built a program that was one of the most innovative and forward thinking in the industry.

In return, after I gave my notice, I was refused any future reference (beyond confirming dates of employment), had no acknowledgement of my contribution, and was more or less treated like a leper for my remaining two weeks. Read more…

Recruiting and Staffing

Why You Need to Make Hiring a One-Day Affair

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The average time to fill an average job in the United States is 25 days. Unfortunately, in many cases top candidates are no longer available after 10 days.

You may think that making quick hiring decisions would lower the quality of your hire, but the reality is that in most cases, the reverse is true.

The very best candidates are in high demand. They are likely to receive multiple offers. And because they are decisive individuals, they are likely to accept another offer before most corporate processes are only one-third completed. Read more…

Benefits, HR News & Trends

Same-Sex Couples Now Must Marry to Get Employer Health Benefits

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Until recently, same-sex couples could not legally marry. Now, some are finding they must wed if they want to keep their partner’s job-based health insurance and other benefits.

With same-sex marriage now legal in 35 states and the District of Columbia, some employers that formerly covered domestic partners say they will require marriage licenses for workers who want those perks.

“We’re bringing our benefits in line, making them consistent with what we do for everyone else,” said Ray McConville, a spokesman for Verizon, which notified non-union employees in July that domestic partners in states where same-sex marriage is legal must wed if they want to qualify for such benefits. Read more…