Articles tagged 'Change management'

HR Insights, Leadership

Why Meddling Management Can Be Just as Bad as Micromanagement

MEDDLE2

It’s long been established that the shortest distance between two points is a straight line.

Why then, do so many leaders beg to disagree?

If not, how to explain the prevalent leadership practice of inserting oneself (loudly and with much fanfare, in some cases) squarely between Point A and Point B, when there is absolutely no need to do such a thing and when doing such a thing is inefficient, cumbersome, and awkward? Read more…

Recruiting and Staffing, Talent Management

5 Ways You Can Proactively Work to Improve Your Employee Retention

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The Bureau of Labor Statistics reports that 2.8 million people quit their jobs in March 2015, putting it back to pre-recession levels.

This is expected to accelerate as employees grow more confident in the economy amid a rising number of job openings.

That’s why employee retention should really worry companies, from a talent drain perspective and from a competitive standpoint. Read more…

Classic TLNT

The One Critical Skill That Most Managers Never Seem to Learn

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

Let it go.

Since the beginning of time, those three words have never been repeated more frequently by more people or in more places than they have since the release of Frozen. Whatever else Elsa was singing about, however, she may as well have been delivering her primary message – let it go – to the modern manager.

Why is it that managers struggle to let things go? Read more…

Global HR, HR Insights

12 Coming Disruptions That HR Needs to Understand and Prepare For

HRCI_Book_Cover_Front

Editor’s Note: This is the sixth 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 Seth Kahan

Below are 12 significant and powerful changes that will impact the world of work over the next five to 10 years. HR professionals need to take these into consideration to be effective in both today’s and tomorrow’s business worlds.

Society is undergoing massive shifts that are difficult to imagine. We are all familiar with change and its increasing presence. It is now clear that this change will continue to not only increase but also become more powerful and complex. Read more…

HR Insights, Talent Management

David Letterman’s Retirement Signals the Great Boomer Workforce Exodus

Letterman

When asked by The New York Times to describe his impending retirement, David Letterman called it “a good solid punch to the head.”

After taping 6,000 episodes of “Late Night” over a 33-year career (three years more than his mentor, Johnny Carson), his analogy could not be more fitting – retirement is always a figurative punch to the head, both to the retiree and the organization losing them. Read more…

Recruiting and Staffing, Talent Management

8 Signs That You’re Probably Stuck in a Talent Time Warp

Time warp

Just because the economy has rebounded from the Great Recession doesn’t mean that your talent mentality has also rebounded.

Here are eight (8) signs you and your organization may be stuck in a talent time warp: Read more…

Culture

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

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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

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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…

HR Insights, HR Management

HR Disrupted: The Next Agenda for Transformation and Delivering Value

RiseofHR Front Cover

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…

HR Technology

Getting a Fix on What Makes an HR Tech Implementation Really Work

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Last month I wrote about the inaugural report issued by the analysts at KeyInterval Research. (You know them as John Sumser and William Tincup.)

They have an ambitious research publication agenda – one report a month. And here’s why I like what John and William are doing:

KeyInterval is an experiment. It is our goal to stay experimental for the life of the company. With each new report, we’re experimenting with survey methodology, data sourcing, data screening, the mix of qualitative and quantitative information, and the edges of HR Technology practice. It is a search for standard practices. We are more interested in what practitioners do than what some self-appointed guru thinks they should do. Our goal is to understand the actual experience of the people who use HR Technology.” Read more…