You might recall last August’s stinging comments from celebrated Judge Roger Titus of the U.S. District Court for the District of Maryland that were directed at the EEOC when he dismissed their case against Freeman Companies for what the commission alleged as discriminatory hiring practices related to Freeman’s use of criminal background checks and credit reports.
Judge Titus used words like “laughable,” “unreliable,” and “mind boggling.”
Instead of heeding the judge’s remarks and conceding their overreach, the Equal Employment Opportunity Commission appealed his ruling to the Fourth U.S. Circuit Court of Appeals, based in Richmond, VA. At issue was the testimony of the EEOC’s expert witness, Dr. Kevin R. Murphy, which was excluded by the lower court. Read more…
If you were among the millions of movie fans around the world who tuned in to the Academy Awards on Sunday, you may know that the title of this post refers to a line from one of the films nominated for Best Picture.
Whiplash involves a relentlessly cruel bandleader who takes extreme measures to encourage (or crush perhaps – it was hard to tell – therein lies the brilliance of the film) the hopes of a young student musician aspiring to become one of the jazz greats.
The movie poses lots of questions about how far people will go to achieve their dreams, and the motivations of others who support those dreams. Read more…
From awards to perks, managers can run themselves into the ground seeking ways to keep employees happy so they won’t wander off to another company.
But what if the answer wasn’t in the perks, or the money, or even a fancy new break room complete with a Keurig?
It’s true; coffee and snacks will not inspire your employees to stay put — BambooHR’s survey confirms it. Less than 1 percent of respondents selected “free food and perks” as something that would have “helped them stay” at a job they quit after only working there for six months. Read more…
You’ve probably heard Grace Hopper’s famous axiom, “It’s better to beg forgiveness than ask permission.” As a child, my father used to tell me that all the time!
As a pioneering computer scientist and one of the first female admirals in the U.S. Navy, “Amazing Grace” surely learned the value of begging forgiveness rather than asking permission during her long, storied career. Indeed, Hopper’s Law seems to make a lot of sense in many real-world situations.
But is it applicable to the workplace? Read more…
We’re excited to announce a new Whitepaper, titled 5 Ways to Drive Performance in Your Workplace, that will help you to “increase performance in your workforce and make HR a strategic weapon for your company.”
Being strategic in HR means bringing together “all things people” in such a way that we can answer the question, “How are our people performing, and what impact does that have on the bottom line?” We broke the whitepaper into five (5) sections to help answer that:
Build a Better Workplace Through Better Listening –“When people don’t listen, they don’t just communicate how unimportant the other person is to them. They also miss out on important information that could help deepen their relationships and enrich their lives.”
Keep Your Best Employees Happy –“Your best employees are the people who drive your organization forward — they are more creative, more productive, and bring more value to your organization. So, keeping them happy must be a priority, because these are the employees that are typically not replaceable.” Here we give you 10 tips on to do that.
- Tackle Difficult Situations – ”(When) you bring out the best self in others, you will not only experience a whole lot less stress in relationships, you will get far better results from others, and, perhaps most importantly, you will truly make a positive difference wherever you go.”
Drive Innovation — “Innovation in today’s business world is increasingly coming from collaborative teams, rather than the sole champion innovator. Great ideas can come from anywhere in a company, and fostering an environment in which anyone can innovate is an important part of a high performance culture.”
Get Employees to Talk Before They Decide to Walk — “A feeling of employee dissatisfaction needs to be translated into a tangible list of what needs to change, and what actions need to be taken. What talents are not being used? What values are not being met? What career goals are feeling stifled?”
HR must add value, and you will find out how it can do that in 5 Ways to Drive Performance in Your Workplace.
And one more thing: Just by downloading the whitepaper, we’ll give you a code to receive $300 off our High Performance Workforce Summit coming up this May 6-7 at the Omni CNN Center Hotel in Atlanta.
After downloading the whitepaper, let us know what you thought by commenting below!
Every day in the news lately you read about the latest mergers: Airlines, pharmaceutical companies, insurance companies, large retailers like Staples and Office Depot, all consolidating for so many business reasons.
Some are successful and create flourishing companies that benefit stockholders and employee’s careers. But here’s the really scary reality: It’s been well documented over many years that up to one-third of mergers fail within five years, and as many as 80 percent never live up to their full potential.
The main reason for this is what has been called “cultural clash.” Read more…
In case you haven’t been on the Internet in the last 36 hours, Patricia Arquette is being celebrated for more than just her Oscar win for Best Supporting Actress in Boyhood.
During Sunday night’s live Academy Awards telecast, the seasoned performer stood up for women everywhere, making a rousing plea to take action about the notorious gender pay gap.
The problem of pay disparity between men and women in Hollywood was already in the public eye thanks to the high-profile cyber-attack against Sony last December. Read more…
I guess it’s just plain human nature to not take action until it’s absolutely required.
I say that because few business owners or hiring managers look for new employees until there’s a pressing need. Then they end up hiring the first warm body that even remotely fits the job description, but that’s no way to build a winning team.
What if we thought of human capital as raw materials? Read more…
The February HR Roundtable in Cincinnati gathered to discuss whether it truly was possible for a company to have a “People First” culture.
There are tons of mission statements and vision statements that say that people come first in an organization, but it is rarely practiced.
The traditional three questions to get the small groups started included:
- What components define/drive a company’s culture? Read more…
In an article sure to inspire a good bit of negative “kids today!” comments, The Wall Street Journal recently published an article on a “kinder, softer” approach to performance management and the performance review process.
Here’s an excerpt:
Accentuate the positive has become a new mantra at workplaces like VMware Inc., Wayfair Inc., and the Boston Consulting Group Inc., where bosses now dole out frequent praise, urge employees to celebrate small victories, and focus performance reviews around a particular worker’s strengths — instead of dwelling on why he flubbed a client presentation… Read more…