Articles tagged 'Best practices'

HR News & Trends, Talent Management

A Hard Lesson For Starbucks About Customers, Employees, Social Media

Starbucks

By Eric B. Meyer

Raise your hand if you don’t own a smartphone.

According to Pew Internet Project research, 64 percent of American adults own smartphones. And that’s just the adults.

So, it should come as no surprise that, in the brief amount of time it takes someone to pull a phone of a pocket, bring it to life, pull up a camera app, and hit record — five seconds maybe — anything you (or your employees) do in public can be stored and shared. Read more…

Leadership

Did Tom Brady Lie? He Really Just Did What Great Leaders Do

Will the New England Patriots' Tom Brady be hoisting the trophy again on Sunday?

You know what none of the great leadership speakers, gurus, TEDx speakers, etc., will tell you about leadership?

Sometimes in leadership, even the best, greatest visionaries, have to do things they wouldn’t want anyone else to know about.

We got to see this in the past weeks with Tom Brady, the Super Bowl winning quarterback from the New England Patriots, with how he responded to the Deflategate scandal. Tom had a chance to be the leader we all believe leaders to be. Instead, he was the leader that most leaders are.

You don’t want to hear this. Read more…

Talent Management

Hiring Wisdom: A Surefire Formula For Success With Your Employees

123RF Stock Photo

While you probably do extensive record keeping to track how well your team meets customer service standards and goals, I doubt you track how well you are doing when it comes to taking care of your internal customers — your employees.

What are you doing to ensure they keep coming back day after day?

OK, so you may track employee turnover, but that’s “closing the barn door after the horse is out.” Read more…

HR Management, Talent Management

First Impressions: Why Onboarding Employees Is Like Going on a First Date

From Fotolia

I arrived early excited about my first day and my first real job from college. I just could not believe how disorganized they were. It was like nothing you said. As a matter of fact, they were not expecting me until the following week. When I showed her the letter, she had to make phone calls to HR. It was a total mess. I knew then that I would not be here long.”

That short message was told to me by my daughter, who after finishing college, got her first “real” job. Because of my background in HR, I told her what the first day would probably be like since this was a well-known brand.

I had flashbacks of that encounter a few weeks back as I gave a presentation around that theme at the Global HR Summit in Doha, Qatara  last week. Read more…

Recruiting and Staffing, Talent Management

With STEM Diversity, Do We Flood the Pipeline or Fix the Holes?

Workplace technology

Editor’s Note: Weekly Wrap has been pre-empted by spring conference travel season. It will return soon. 

It is a good thing to follow the First Law of Holes: if you are in one, stop digging.” Denis Healey

A great cry has risen up across the nation from technology companies large and small and an assortment of education and civic leaders. “The tech talent pipeline is BROKEN!”

Under mounting pressure last year, major players in the industry of the future released their “diversity” stats. The numbers from Google, Facebook, Apple and others ranged from grim to embarrassing. The Silicon Valley Business Journal’s “Diversity Scorecard” sums it up. Read more…

Classic TLNT

5 Hard Truths About Leadership That You Never Stop Learning

Illustration by istockphoto.com

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

As an Organizational Development and Leadership practitioner, I often find myself having conversations about leadership – what it is and what it isn’t – and how to be a good leader.

It’s time for some truths.

So what are some hard truths about leadership? Read more…

Recruiting and Staffing

10 Ways Your Mobile Experience Is Driving Talent Away

123RF Stock Photo

1. You don’t have responsive web design

The main driver of most “bad” mobile apply experiences is that they do not utilize responsive web design. Responsive design is a modern approach to web design that optimizes the user experience on any device.

Without it, the resulting user experience is nothing more than an extension of your desktop experience on a mobile device. And although your desktop experience may be incredible, it won’t work without responsive web design that does not automatically translate to a small screen. Read more…

HR Management

Even In Open Offices, It’s About Empowering Managers to Be Accessible

© endostock - Fotolia.com

It is clear why open floor plans are so popular in offices today. They bring people together to collaborate in ways that just weren’t possible in the cubicle mazes of the past.

In theory, an open office plan stimulates connections between employees and productive cooperation that can support a vibrant, high-performance culture.

In practice, though, an open office design can struggle with an important detail — how do you reward managers without taking them out of the collaborative environment? Read more…

Culture

Changing Culture? The Real Key is Changing Both Climate and Culture

Photo by istockphoto.com

Culture is a hot topic. It was the Merriam-Webster “word of the year” for 2014.

Leaders and experts across the world are talking about how to develop an agile culture, implement a lean culture, overcome the culture clash in acquisitions, and many other areas of culture change.

Unfortunately, the reality is that most of these leaders and experts are actually focusing their efforts on climate and not dealing with the deeper, more powerful subject of culture. I didn’t understand the difference until the past few years. Read more…

HR Management, Talent Management

15 More Good Reasons Why You Really Might Want Employee Turnover

123RF Stock Photo

Second of two parts

Yesterday, I listed 10 reasons why turnover might actually be a good thing and why you might not necessarily want to keep long tenured employees.

As I pointed out, you need to step back and think about it: Should all employees be kept or just the ones who currently and in the future produce high value?

In particular, should the employees with the most tenure be automatically kept, even though they may be expensive, and in some cases, they may be one of the primary roadblocks to corporate change? Read more…