In a survey of top leaders by Booz and Company last year, 84 percent said culture was critical to success, and yet the majority admitted their culture was in need of a major overhaul.
So, how do you transform a culture to meet your company’s needs today? How can you get employees or teams to behave the way you need them to execute your strategies and enhance your performance as well as your employee engagement and the customer experience?
How do you get the innovation and agility you need in fast-changing markets? How do you get the cross-organizational collaboration that makes one plus one equal three? Read more…
“I would advise all of them if they find another career, take it and do not look back.”
This statement came from a captain in a local police force. He was referencing the layoffs that had hampered the police department in a large East Coast city.
Close to 200 officers had been laid off, and according to the newspaper article, only a handful had been rehired back into their career of law enforcement. Read more…
I harp on my peers when I speak about our role as HR Pros.
I tell HR Pros it is not our job to eliminate risk; it’s our job to advise about risk, then let our executives make choices based on that perceived risk, with our influence.
It sounds really good when I say it live! It sounds thought provoking and wise. People, take notes.
I might be wrong about all of it, though. Read more…
Editor’s Note: Readers frequently ask about past TLNT articles. That’s why we republish a Classic TLNT post every Friday.
Have you ever wondered what your CEO really thinks about employee engagement?
Many of us have, and new research from the UK’s Ashridge Business School provides some answers.
The study found CEOs had a pretty good idea of what employee engagement is and what it could do for their organizations. They view engagement as a strategic narrative (and ongoing dialogue) within their organizations that creates emotional connections and purpose for employees. Their view of the end result is a culture where people choose to give the very best of themselves at work. 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…
HR Strategy? No, People Strategy
What’s the difference? I’m so glad you asked!
I don’t think that there is anyone in the human resources profession who doesn’t yearn to be “strategic,” but what does that really mean? Read more…
In the last 12 months, the topic of values has caught the imagination.
Putting values at the center of everything your organization does can make all the difference in engaging and motivating employees and customers.
It is a year this October since our book about organizational values, The 31 Practices, was published, and I wonder if you’ve noticed the increasing focus on values all over the world since? Read more…
“I worked all those years, coming to work every day, doing a great job. Each year there was a raise and eventually more responsibility.
I went home at the end of the day and came back the following day. I repeated that cycle all those years until one day, I came in and was let go.
During all those years I had received numerous inquiries from outside headhunters, but at each call was kindly rebuffed because I loved what I was doing. My resume had never been updated in all those years, and I had not interviewed in 24 years.” Read more…
How can HR become more strategic? Is there an opportunity for HR to have a much bigger impact on business performance?
A 2012 PwC study found that organizations are looking for leadership from HR. In the survey, 62 percent of business executives felt that human resources departments need to serve a leadership role in managing skill and talent shortages.
In a 2014 Deloitte study, less than 8 percent of HR leaders reported confidence that their teams have the skills needed to meet challenges and drive business impact. 42 percent of business leaders believed their HR teams are underperforming or just getting by.
HR transformation is clearly a trend — and an opportunity. Read more…
You made all the right moves the last few years, difficult as they may have been.
You took a firm hold of the leadership mantle, turned a discerning eye to your business and streamlined operations to ensure your organization would remain viable.
Yet, as anxious as you are to let out a sigh of relief, something tells you that you can’t exhale all your pent-up concern just yet.
And for good reason. Read more…