You don’t get a pass this year on big health insurance decisions because you and your employees are not shopping in an Affordable Care Act marketplace.
Employer medical plans — where most working-age folks get coverage — are changing too.
Rising costs, a looming tax on rich benefit packages and the idea that people should buy medical treatment the way they shop for cell phones have increased odds that workplace plans will be very different in 2015. Read more…
What motivates employees?
Is it money? Feeling valued at work? Connecting with a company’s social mission?
All these are good answers, but a new Tinypulse survey from TinyHR titled The 7 Key Trends Impacting Today’s Workplace that analyzed over 200,000 employee responses relating to organizational culture found that “peers and camaraderie” are the No. 1 reason employees go the extra mile. Read more…
Compensation and benefits covers a lot of ground. Can we consider it to also, well, literally cover ground?
I’m asking this after a recent dinner with close friends.
Jane works for a very large, multi-national high technology company. She’s been with this company more than two decades as a very highly educated and skilled engineering professional. During that time, she’s changed desk locations, offices, even states (having moved between coasts of the United States).
But it’s her latest move that’s causing her the most problems. Read more…
We are at our best with those random acts of kindness to strangers.
Co-workers and family members don’t fare so well. The reasons vary: We take them for granted and think they’ll love us anyway. Or maybe familiarity breeds irritability.
Whatever the cause, rudeness has ruined family relationships. And otherwise competent business leaders are disliked and dissed by their staff and peers because they fail to understand that manners matter.
The revival of respect and kindness could revolutionize employee engagement. Read more…
Second of two parts
Yesterday, I wrote about how recruiting highly motivated people is The Single Smartest Thing That a Hiring Manager Can Do.
Today, I am going to give you some tips on just how to go about recruiting those kind of employees.
Once you are committed to hiring self-motivated individuals, you need to work with your firm’s recruiting leaders to come up with the most effective recruiting and assessment approaches. Read more…
Scattered about the Internet is a treasure trove of data, and more and more, it’s being used to manage people.
Big data might be unstructured and unwieldy to many, and there are reasons for that perception.
It’s collected from a variety of public and private sources — as well as internal and external means — so it takes focus and dedication to curate and manage it. But effectively analyzing this data can provide you with the tools for success.
Perhaps one of the better-known examples of this practice can be found in the Oakland Athletics baseball team. General Manager Billy Beane hired “quants” to analyze the performance of potential recruits. The data was so powerful that it turned the team into a winner, as described in the book and movie Moneyball, but this method certainly isn’t limited to the baseball field. Read more…
Long ago, I received an especially confusing piece of negative feedback:
Remember three or four months ago at that event? You did something wrong. I can’t remember what it was exactly, but I remember that it wasn’t good.”
I was baffled and didn’t gain much from the conversation.
What I did learn was that getting comfortable with giving effective negative feedback can be a challenge for managers, new and old alike. Read more…
First of two parts
If you are a corporate manager, you already know that you routinely spend a significant portion of your time trying to motivate your employees.
On average, I estimate that encouraging, cajoling, and the worst part, having to hang around just to ensure that your employees are continuously working takes up to 50 percent of the average manager’s time each week.
If you don’t believe my estimate, ask a few managers to keep a work log for a few weeks if you want an accurate time for your firm. You might go a step further and ask a few of your managers if they enjoy trying to motivate and if they are good at it, because you’re likely to find that they dread every minute of it. Read more…