By Eric B. Meyer
One employer appears to have screwed up royally, which seems to be part of a trend this week.
Yes, there are several things you don’t want to do if an employee reports a noose in the workplace, among them:
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…
I am coaching a young HR leader who reports to a founder/CEO.
She doesn’t have a mentor or a direct supervisor. She is leading an unusually big project for a woman her age. I have been hired to help guide her through the next few months. It is a neat assignment.
This woman is tough and focused. She is working with men who are nice enough to hire a coach on her behalf but not always nice enough to say please and thank you.
For some reason, this matters to my client. Read more…
When busy managers spend a lot of time out of the office, it translates to loose constraints for employees who don’t punch a time clock. You want to trust your employees. After all, you hired them for a reason.
A CareerBuilder survey reveals 23 percent of employees arrive late to work at least once a month, and 15 percent once per week. Research by Circadian shows partial shift absences like these lead to an average payroll inflation of 72 percent.
Even more shocking, companies lose $2,650 per salaried employee and $3,600 per hourly employee per year due to unplanned employee absences. Further, the Bureau of Labor Statistics reports business lose an average of 2.8 work days due to unplanned employee absences. Read more…
Talent is getting unprecedented recognition as a key determinant of business success, and talent management has become so crucial to business growth that it’s forcing organizations to re-examine how they attract, develop, retain and engage employees.
Therefore, building leadership capacity is perhaps the most pressing strategic imperative in business today.
In a global survey of business executives conducted by Right Management and The Conference Board, over 80 percent of companies reported they intend to grow talent internally versus hiring leaders from the open market. Read more…
Addressing attraction and retention was cited as the top business challenge for 52 percent of employers in a recent HireRight survey.
Attracting quality talent and keeping them is vital, for obvious reasons, but employers are frequently shooting themselves in the foot by not following through on promises they made in the recruiting and hiring process.
“The average worker today stays at each of his or her jobs 4.4 years according to the most recent available data from the Bureau of Labor Statistics, but the expected tenure of the workforce’s youngest employees is about half that.” Read more…
By Howard Mavity
I remember the near hysteria and the lack of clear workplace and public health guidance when I began receiving questions about responding to AIDS in the workplace in 1984. If you have forgotten how people reacted, watch the excellent Dallas Buyers Club.
Web phenom Reddit, the self-styled “front page of the Internet,” is small but influential. It became its own lead story last week as word leaked out that it had offered its numerous, and in many cases long-term remote employees, the choice of relocation to San Francisco headquarters or a “generous severance package.”
The move-here-or-move-on edict did not seem tied to performance issues, the collapse of collaboration or imminent financial or competitive peril. In fact, the high-flying firm had just secured a $50 million investment from a group of tech funders (unrelated to this policy, we are told.) Read more…
There was a definite buzz for the September HR Roundtable in Cincinnati because the topic was a bit out of the “norm.” Everyone was gathering to discuss “Creativity in HR.”
HR isn’t typically viewed as being creative, so it was interesting to take a step outside the boundaries of traditional thought to see what people would have to share.
The small groups started with the following questions to spark discussion: Read more…