Articles tagged 'HR communications'

Recruiting and Staffing, Talent Management

4 Tips For Bringing Back Boomerang Employees

From istockphoto.com

When top talent leaves for a hotter company, managers and leaders often assume that’s the last they’ll see them.

But, just like LeBron James returning to the Cleveland Cavaliers, years can pass and, all of a sudden, they are back.

Yes, rehiring an employee who once left, or a boomerang employee, can have a negative impact if not handled correctly.

Consider these four (4) tips for handling a boomerang employee: Read more…

HR Management, Talent Management

5 Ways to Identify an Employee Who Is Ready to Quit

Employee-Retention

First of two parts

There are few things that are more shocking to a manager then to have one of their top-performing employees suddenly quit on them.

Some managers have described it as the equivalent to a “kick in the gut.” It is a shock not only because losing a key employee will damage your business results, but also because managers hate surprises, and as a result, they frequently wonder how they missed the signals that this person was going to leave.

Employee turnover is always an important issue, but most managers are unaware of the fact that overall, turnover rates went up 45 percent last year. Read more…

HR Insights, HR Management

HR Is a Lot of Things, But It’s Not Exactly Rocket Science

123RF Stock Photo

I hear one thing over and over from people who read my stuff or see my presentations:

It’s not rocket science.

I take that as a compliment. I’m not trying to “wow” anyone with my big brain. I’ve never been known for being the big brain type. I’m the common sense, straight-forward type.

HR and Recruiting, to me, shouldn’t be hard and complex. It should be simple and easy to understand. Read more…

Culture, Talent Management

Managing the Workplace “Noise” Surrounding a Cultural Change

123RF Stock Photo

At the time you announce a new strategy, reorganization, acquisition, or any significant change in your organization, the conversations are likely already underway everywhere.

It is human nature, and brain science has verified, that we want to eliminate uncertainty in our lives; therefore, we talk to each other about what is happening around us.

If we are not talking, then you can be certain that we are thinking about what is going on around us and not focused on the task at hand resulting in less than normal productivity.

Stated another way, the amount of alignment and clarity in your organization is decreasing. Read more…

Recruiting and Staffing

Hiring Wisdom: When Your First Choice Isn’t Your Best Choice

From istockphoto.com

You only have one opening and two good candidates, but one stands out.

You hire that one, and it is now six months later and you’re forced to admit that you made a mistake.

It’s time to cut your losses, start over, and look for a replacement.

But, maybe not, IF you handled the second-choice candidate well. Read more…

Global HR, Leadership

Hello Goodbye: It’s Critical to Connect and Build Trust With All You Meet

trustyourheartsample

As I looked into his eyes, I could see them welling with tears. As he began to speak, his voice cracked, “Mr. Ron we’ll will miss you so much. It has been my honor to know you.”

As I listened, my eyes teared up in synch. These guys had no idea what they have meant to me over this past year.

As I walked from department to department, the reaction was mostly the same — we were saying our goodbyes. Having spent close to 15 months in a new environment with a workforce that could rival the United Nations — including multiple languages and customs — I was proud of myself for having connected with them. Read more…

Classic TLNT

The Most Important Conversation? It’s Sure Not the Performance Review

Performance reviews

Editor’s Note: Readers sometimes ask about past TLNT articles. That’s why we republish a Classic TLNT post every Friday.

It’s a lesson I learned while I was working toward an MBA: the most powerful business lessons aren’t the stories of success, but the stories of failure.

Yes, as good as it is to hear about Herb Kelleher and how he built the great workforce culture at Southwest Airlines, I got a lot more out of studying “Chainsaw” Al Dunlap and all the bad stuff he did while systematically tearing down companies (like Sunbeam) and their culture.

This is also true of business wisdom; I always learn a lot more from the bad advice I see popping up from so many so-called experts who have curious notions about what really matters when it comes to managing people and leading a workforce. Read more…

Benefits, HR Basics

HR 101: How to Develop a Successful Sick Leave Policy

Photo by Dreamstime

One of the many policies human resource departments develop and implement involve employee sick leave.

Paid sick days are usually offered by an organization as part of their benefits package.

  • In some companies, employees are given an allotment of days to use throughout the year.
  • There are other businesses where paid sick days are accrued over the course of the year and can vary based on years of service. Read more…
HR Management, Leadership

Servant Leadership: Here’s Why We Need It Today More Than Ever

123RF Stock Photo

The question caught me off guard.

I’d been offered a promotion, and my manager and I were now talking money. In response to my salary request, he’d asked, “Do you think what you’ll be doing is all that different from what you’re doing now?

For a split second, I wondered if this was a trick question. If I gave the wrong answer, would I end up making less money?

But my boss seemed genuinely curious, so I paused to give his query some serious thought. Read more…

Benefits, Compensation

The Problem When You Have a Pay-For-Pulse Compensation Strategy

Photo by istockphoto.com

Picture the scene:

Your company doesn’t have enough money in the annual merit spend budget to grant more than an average  2 percent increase to employees, so the powers that be decide “let’s give everyone a flat 2 percent increase and call it a day.

Has this happened to you? The practice is what some would call a “pay-for-pulse” strategy, where if you haven’t been fired on the date of the scheduled increase, then you’re going to get a raise.

Every warm body who occupies a chair at that time will receive an increase — just because. Read more…