Editor’s Note: Readers frequently ask about past TLNT articles, so every Friday we republish a Classic TLNT post.
It’s important to motivate and reward your best people, but is promotion really the right call?
In the medical sales field and across a number of industries, employees who perform well are often promoted to manager. The idea is to recognize your best people and foster internal talent.
This makes sense, since a recent Gallup poll discovered that 70 percent of employees aren’t actively engaged in their roles. Companies with employee engagement routinely enjoy at least 22 percent greater productivity and up to 65 percent lower turnover. Read more…
Leaders are busy people who need to set and manage priorities, often dismissing or delegating tasks that don’t provide a strong return on their investment of time.
Nonetheless, there’s one area of responsibility that leaders should never ignore — their employees.
Gallup has repeatedly found that leaders who compliment their teams enjoy extremely low (1 percent) employee disengagement levels. As you’d expect, when leaders criticize employees, disengagement levels rise to 22 percent. However, disengagement almost doubles to a shocking 40 percent when leaders ignore their direct reports. Read more…
Work-life balance is a myth.
I could say that in today’s hyper-connected world, work comes home with us far more easily than it did 20 or even 10 years ago. And that would be true.
But it’s no less true that our “life” also comes to work with us. Worries about our sick children, concern over a fight with a spouse the night before, fear over making ends meet on a tight budget – all can color how we approach our work and how we treat our colleagues. Read more…
Back in November 2010, Monster.com asked me to write a post on a hot topic at that time — a “Candidate Bill of Rights.”
Needless to say, I’m not a huge fan of a Candidate Bill of Rights.
I’m a capitalist and believe in a free-market system of HR and recruiting, and back in 2010 (remember those days?) we had candidates coming out of our ears.
Here in 2015, most of us are begging for talent. Welcome to the show kids! Read more…
Before the calendar turned, I had blogged about why 2015 will be the “Year of the Employee.”
HR professionals will be looking for high levels of employee retention and productivity in 2015,and in some way, shape, or form, this has always been their job.
But this year, there’s been a lot of buzz about approaching this goal with a new-found focus. When it comes to retention, is there more that can be done? Read more…
If there’s one thing HR pros can count on, it’s that difficult employee situations will never end.
It doesn’t matter how experienced and educated we are, we’ll always have to handle another different and difficult situation — and do it just right.
We can all agree that people really matter. And really, employees are HR’s customers. You want to help them be successful at their jobs (because that makes you successful) and you want them to be happy. That gives you an emotional connection. Read more…
Data suggests that 70 percent of employees are disengaged.
To put this in perspective – 70 percent is considered barely a passing grade by most educational institutions.
That’s an unacceptable statistic for long-term growth and success.
Regardless of what type of business you are in, people (human capital) are your biggest asset. People operate your business, service your customers, and help drive innovation, allowing you to compete in a competitive marketplace. Read more…
Every employee who works for you will eventually arrive at a crucial intersection, if they haven’t already.
At that point, you hope they turn right and buy-in to your leadership and the vision and values of your company. Turning that direction means that they see a future for themselves with your organization so they’ll invest themselves fully and go all-in.
Unfortunately, some will turn left and quit on you without actually quitting. They’ll take on the “me against the machine” mindset and begin looking for shortcuts and ways they can do just the MDR (Minimum Daily Requirement) that it takes to fly below the radar and avoid getting called out or fired. Read more…
In an article from Psychology Today titled, Help — My Boss Is Incompetent!, Beverly D. Flaxington writes:
“They [incompetent managers] may not know which information to impart, which to hold back, and which to hold as confidential.”
I couldn’t agree more.
Upon reading Flaxington’s observations, what immediately came to my mind was all the managers from my past without the good sense to keep some nonsense to themselves instead of passing it on as worthwhile news. Read more…
Above and beyond – that’s a common theme for what types of employee contributions should be recognized.
And it’s a good theme. This is so important to some of our clients that they’ve even branded their recognition programs “Above and Beyond.”
But what about “completely different?” Or “entirely outside of the job description?” Sometimes we recognize and reward these individuals, but all too often we punish them instead, forcing them back into the box and encouraging them to “just get the job done.” Read more…