“This is not good. One of the guys on the marketing team I work with just got fired. OMG, they just fired another one. It is just crazy around here now.”
As I read the text messages, I could feel the tension that must have permeated this workplace.
The text was from someone who had been in the world of work for four years out of college. This situation with them went on for two days, and as I got the blow-by-blow, it felt like being in a war zone. Read more…
Why are you in HR?
Perhaps I could end this post with the title alone because it’s a poignant question. If you work in HR or make money off of HR, have you asked yourself lately why you are here?
Most will say they work in HR because they “love to work with people,” or they “like making a difference in organizations.” The funny thing is, the more you work in HR the more you find that the relationship you have with your employees is a bit of a sordid tale, and that making a difference is a periodic win that graces you with its presence maybe every solar eclipse.
So again I ask — why are you in HR? Read more…
“I can’t believe the way these young associates come to work!” Chris told me after a recent presentation. “Where did they get the idea that ‘business casual’ means cut-off shorts, flip-flops and a tank top?”
That certainly wasn’t the first time I had heard the rumblings of a bewildered employer lamenting the haphazard fashion sense and grooming habits of her young hires.
It was, however, disconcerting to hear this particular comment coming from the senior partner of an acclaimed management consulting firm that systematically recruits MBA’s from the nation’s top business schools. Read more…
Nearly every hiring manager can think of the one who got away.
Think back to a time when you were hiring for an open position and had an excellent pool of candidates to choose from. Hundreds of qualified individuals applied for the job, but you had to narrow it down to your top three picks.
Unfortunately, you could only hire one of those candidates, which meant you had to place the other two applications into your “no” pile.
Once you made your hiring decision, you failed to keep in contact with your other top choices. Because of this, those candidates forgot about your company and moved on to a better opportunity. Read more…
When you’re feeling good, it’s easy to take your health for granted.
Most of us appreciate when we feel great, but few of us spend the time to figure out how we got there — and how to stay there.
It’s the same with organizations. If nothing’s obviously wrong, if people aren’t leaving in droves, if “people issues” aren’t driving costs up, managers tend to get complacent.
However, if managers are to understand the underlying health of an organization, they need much more than the basic pulse-check of annual performance ratings. Otherwise, they might be bleeding talent before they realize anything is wrong. Read more…
What do you do with a productive outlier?
Especially when she’s a smart problem-solver who is sometimes collaborative, and works well with others, but who’s also a headstrong, impulsive, independent, opinionated and throws tantrums like baseballs from a wild fast pitcher — tantrums that take what feels like an inordinate amount of time to extinguish; a fuse lighting itself over and over again like a trick stick of dynamite.
One minute she’s figuring everything out, and the next, she’s blowing up.
Sizzle. Hiss. Ka-boom. Read more…
Regular readers of my semi-regular Friday posts know that I sometimes mention The New York Times’ You’re the Boss blog because I often find it to be the source of great insight into talent management and HR.
What I like most is how You’re the Boss reduces issues that just about everyone deals with in organizations of all sizes to bite-sized specifics that are applicable to just about anyone managing people just about anywhere.
Here’s a case in point, and just the headline of the blog post sucks you into it — What I Learned From Firing My Employee of 20 Years. Read more…
If there is one thing I hate in HR, it’s when I hear other HR Pros try and make HR seemingly overly complicated.
Look, we aren’t launching the Space Shuttle, we’re only trying to get good people to come and stay at our organizations. It’s not rocket science, it’s people science, and it’s probably less science and more common sense.
In fact, we could call your HR strategy, People Sense! But, that’s sounds like a bad HR tech company name. Read more…
A few days ago, my eye was caught by an article titled, Why They Rejected the Best HR Candidate They’d Ever Interviewed — The Shocking Truth Revealed!
Well, naturally I wanted to know the shocking truth about why someone wouldn’t hire a phenomenal HR pro.
It turns out (spoiler alert) that this stellar candidate (‘Taylor”) blew his last interview when he showed a disdainful attitude toward “Wade,” a slow-moving, slow talking, unfashionably dressed, gray-hair vestige of the organizational old guard bearing an indeterminate job title. Read more…
I’ve noticed several articles recently about how job seekers with visible tattoos shouldn’t be discriminated against when it comes to hiring.
One article I read even said that the Civil Rights Act of 1964 should be expanded so that inked individuals are protected from workplace discrimination.
Huh? We inherit our race, gender and national origin at birth. The last time I checked, getting a tattoo is a choice.
Now before you go berserk and jump to the comments to rant about how you should be judged by your talent and skills, not your appearance, please humor me and let me explain. Read more…