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…
Articles tagged 'Engagement'
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…
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?
“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.
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…
By Dov Baron
If we genuinely understand that our people are our greatest assets, then as forward-thinking leaders, we must become masterful at dealing with individuals as just that: Individuals.
What does this mean? It means that, despite what we’ve been taught about keeping ourselves separate and making sure we don’t allow people to break the chain of command, we must get down in the trenches and get to know our people. We need to understand what matters to them.
This is way beyond the “open door management” of the past. This is about seeing the humanity of people, having them see your humanity, and coming at your personal and business relationships from a place of genuine caring. Read more…
“Neutron” Jack Welch is back in the news.
He’s been on a speaker circuit with his wife, Suzy, promoting their new book The Real-Life MBA: Your No-BS Guide to Winning the Game, Building a Team, and Growing Your Career.
In the last couple of weeks, I’ve read a few articles centered on him, his leadership style, and his wisdom for leaders today. Read more…
This week, SHRM released its annual Employee Job Satisfaction and Engagement Report.
It’s interesting in how it segregates true “satisfiers” from the factors and conditions that help employees more deeply engage. Both are relevant measures, depending on what you are trying to determine or better understand about your workforce. Read more…
I’ve been working in this space at the intersection of people, HR, technology, and appreciation for many years now.
In that time, I’ve seen, heard and read many different attitudes and approaches for how to motivate others, how to manage talent, how to rank employees based on skills and performance, etc. As a reader of this blog, I’m sure you have, too.