Think of performance feedback like traffic signals and signs. They are indicators that keep you moving, tell you when to stop and guide you in the right direction.
What if your performance management process was like this? Simple and easy to understand.
Most traditional performance processes are cumbersome, complicated and often do not align with organizational goals or culture. Many of us don’t see the value. Read more…
Good people resist change for lots of reasons.
Perhaps they’re comfortable with the way things are. Perhaps they feel threatened. Perhaps they think the new way won’t work.
As a leader, how do you respond? If you try to “sell” change, your people will feel, well, sold. And if you simply demand change, you get reluctant participation at best.
So what’s the right answer when it comes to getting employees on board when its time for your organization to make big changes? Read more…
China Gorman, CEO of Great Place to Work, wrote an excellent Thanksgiving Day TLNT piece on San Francisco’s new Family Friendly Workplace Ordinance (FFWO) that goes into effect on New Year’s Day.
“The Flex Work Question: Is Legislation Really the Right Approach?” asks many questions we all should be asking – and answering.
This is not one more HR or legal blog post noting just that 1) a UK practice of many years has skipped the Washington logjam and come to San Francisco; and, 2) it requires a set of (pick one) modest or burdensome steps for employees and employers to follow in dealing with flex requests. Read more…
Last of three parts
Note: In case you missed them, the first two parts are The Many Benefits That Come From “Stay” Interviews and 20 Possible Questions You Should Consider Asking
If you know why an individual employee stays, you can obviously reinforce those factors.
And if you know far enough in advance what factors might cause them to leave, you can get a head start in ensuring those turnover causes never occur.
If you have decided to try these stay interviews, here are four “why-do-you-stay?” formats to consider using depending on your situation. Read more…
Editor’s Note: The holiday season is here, and TLNT will celebrate with some classic holiday posts from the past. Look for them over the next two weeks.
“Yeah, our Christmas party is on Friday night in the conference rooms. In the conference rooms! They will bring food and drinks in. Nobody wants to attend so everyone is planning on going to the area, spend maybe a half-hour, and then get out.”
One of my commute companions told me that story the other day about his company’s “Christmas party.”
It reminded me of someone telling me last year that their company made the Christmas party MANDATORY. I said to him then that if you have to make it mandatory, a loud siren should go off in someone’s head. That should show one and all that there is a bigger problem besides some celebration. Read more…
What do you do with an employee who’s just not interested in learning?
I once had an employee who spent each lunch hour reading novels. Now, I have nothing against novels, or lunch, for that matter.
The problem: This particular employee was falling behind her co-workers in technology.
Many times, I invited her to take time to read about the technology we use in the business. Although she said “OK,” she always went back to reading her novels. Read more…
By Joni L. Andrioff
In September, the Securities Exchange Commission approved proposed rules on calculating the ratio of the chief executive officer’s total annual compensation to the median total annual compensation of all employees, as mandated by section 953(b) of the Dodd-Frank law.
Specifically, the Proposed Rules, which span 47 pages of the Federal Register, require proxy disclosure of the median annual total compensation of all employees other than the CEO, and the ratio of that median employee compensation to the CEO’s annual total compensation. The Proposed Rules also request comments from the public on no less than 60 different issues in calculating the CEO pay ratio. Read more…
A recent study by Spherion, The 2013 Emerging Workforce, examines the 2013 workforce and the post-recession resurgence of the “emergent worker mentality,” characterized by the study as one which focuses on a free-agency style employment.
While the study provides data to support this point it is more than likely we have experienced the validity of this resurgence in our daily lives, perhaps witnessing friends or colleagues job-hopping more frequently, or seeing an increased social conscience in employees and new talent.
Whether we’ve confirmed suspicions that our current workforce is driven by a very different set of factors than previous generations or not, insights from this report can help to remind us of the importance of understanding this emergent worker mentality. Read more…
It was announced this week that the University of Southern California had hired the University of Washington’s head football coach, and former USC assistant, Steve Sarkisian.
It has been an up-and-down season for USC, who fired head football coach Lane Kiffin after starting the season 3 -2. Kiffin was replaced by current assistant coach Ed Orgeron, who then took the team and went 6-2 the rest of the season after taking over for Kiffin.
The players wanted Orgeron to get the head coaching job. USC’s athletic director decided to go outside the program to find his next head coach, despite Orgeron’s success.
I know, I know; you thought you were coming here to read about HR stuff. Well you are – kind of! Read more…