IBM recently released an executive report titled Making Change Work … While the Work Keeps Changing (How change architects lead and manage organizational change).
The report, which is based on data from their latest Making Change Work study seems a very pertinent one for the times.
As a whole, we know that this is a period of significant change for the workforce. We talk about these changes, and how they can and are affecting organizations, but there is significantly less talk around how organizations are successfully managing such change – which is exactly what IBM’s report dives into. Read more…
Technologies and processes continue to evolve, but how companies manage and develop employees hasn’t improved over the past decade. As a result, companies miss out on unprecedented opportunities for growth.
Gallup has discovered four (4) human capital strategies that combine in a powerful way to add up to 59 percent more growth in revenue per employee, and using them together leads to gains that more than double the effect of using any single strategy on its own.
They call this the “additive effect.” Read more…
First of two parts
Here are some slogans I bet you’ve heard recently:
- We’re a talent economy now.
- Engaged employees are more productive.
- Workforce planning is key to business success.
Here’s one I bet you haven’t: Human Resources departments (the ones driving those first three slogans) are the new business engine. Read more…
“The roof, the roof, the roof is on fire. We don’t need no water let the m-f burn.” – The Bloodhound Gang
At least, that’s the melodic hip-hop mantra many of us have wanted to repetitively belt out at some point in our world of work lives (with an unapologetic emphasis on the unabbreviated curse word, of course).
Not because we’re having so much fun dancing around the water cooler, or in the break room, or the conference room, house music thumping in our heads, but because our workplace culture around has all but burned out our aspirational goals. Read more…
As some of you may have realized from recent posts (like Wanted: People Who Aren’t Stupid), I’ve been interviewing candidates recently for the position of Technical Recruiter working for my company, HRU.
I love interviewing because each time I interview I think I’ve discovered a better way to do it, or something new I should be looking for, and this most recent round of interviews is no different.
Like most HR/Talent Pros, I’m always interested in quality work/co-op/internship experience because, let’s face it, it’s been drilled into us – past performance/actions will predict future performance/actions. Read more…
I can’t believe this guy. He did not show any concern as to why I was leaving. He is the CXX and he had three people leave within the past month, plus me. And with all of us, there was no exit interview or anything.
When I tried to steer the conversation to the office environment, he countered as if it was all our fault. Totally clueless.
After that conversation, I to concur that one of the hallmarks of a great leader is the ability to LISTEN. If your organization is suffering withdrawal and your turnover is inching up, you should be concerned. That is a basic. Read more…
Haven’t we talked about employee engagement enough?
Nope! Despite the amount of time, energy and effort that organizations around the globe are investing in helping engage people in work, things aren’t improving much.
Weekly pizza socials, guest speakers and telecommuting options are certainly appealing. I like pizza as much as the next guy. And, sure, a monetary bonus and summer hours will certainly put a smile on someone’s face.
But here’s the issue – none of these things will motivate your people day in and day out. These tactics don’t drive people’s discretionary efforts, passion or dedication. Read more…
I loved the video below (People Are Awesome 2013) so much, I used it in two recent presentations on how to cultivate a resilient workforce.
Now, I didn’t just share this video because it was so fun and uplifting; I shared it because it is a great metaphor for the following:
- The potential people — including your employees — have to do awesome things; Read more…
There’s no way around it – being a leader is tough. It’s hard and it’s getting harder.
The complexity and pace of business today makes it virtually impossible to keep up, let alone find the time to nurture and encourage your team to its full potential.
So how do you deal with it? Read more…
As the authors of the Harvard Business Review article, Fear of Being Different Stifles Talent, point out, diversity is an almost universal value in corporate America today.
However, the authors’ research proves employees still feel pressure to hide or “cover” some aspect of their individuality which they feel makes them different.
Examples of aspects which employees feel the need to cover include downplaying one’s age, their ethnic background, parental status, or physical disabilities. Employees want to blend into the crowd so as not to stand out. Read more…