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…
“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…
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…
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…
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…
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 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…
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…
Editor’s Note: This is the fifth of 12 essays from the new book, The Rise of HR; Wisdom From 73 Thoughts Leaders. It’s compiled by Dave Ulrich, Bill Schiemann and Libby Sartain, and sponsored by the HR Certification Institute.
By Diane J. Gherson
It isn’t often that a group of professionals can say with confidence that they stand at an important moment in history. This is one such moment for HR.
If that sounds like overreach, step back and consider the moment in which we find ourselves today. Over the past decade, we have seen the convergence of three historic shifts that are reshaping business and technology. They are: Read more…
I can’t remember the last “business” book that made me ride a roller-coaster of emotion as I read, unable to put it down.
That’s precisely how Overwhelmed: Work, Love and Play When No One Has the Time (written by award-winning Washington Post journalist Brigid Schulte) made me feel.
From the anxious pit-in-my-stomach feeling reading the research on how we got to this stage of “overwhelm” in our lives, to fury over how our society actually condones and encourages such a state, to hope that we can change to make work-life balance real for all of us, Overwhelmed not only made me evaluate my own emotions towards work and life, but it also brought to the surface for me many of my own shortcomings, oversights and inter-dependencies. Read more…