Wednesday, December 31, 2014
Tuesday, December 30, 2014
Wednesday, December 24, 2014
Wednesday, December 17, 2014
Tuesday, December 16, 2014
Monday, December 15, 2014
Friday, December 12, 2014
Thursday, December 11, 2014
Wednesday, December 10, 2014
Tuesday, December 9, 2014
Monday, December 8, 2014
Wednesday, December 3, 2014
Tuesday, December 2, 2014
Monday, December 1, 2014
Is it just me or have we all been talking for a long time now about how gamification is going to revolutionize HR functions? While much of the research indicates that more businesses and brands are using gamification to drive greater engagement with consumers than ever before, most folks in HR are just scratching the surface when it comes to applying gaming techniques and methodologies to traditional HR functions.
Don’t get me wrong – I do think gamification has exciting applications for the HR industry. But enough already of just talking about it. In gaming parlance, I do believe it’s time that we in HR “level up.” Read more on Wired.com
Wednesday, November 26, 2014
As a leader, inviting feedback can be difficult. It can also be intimidating for employees to review their bosses. However, receiving that evaluation is crucial to becoming a better leader and boss, and being able to provide feedback is important for employees.
Furthermore, receiving feedback shows employees that leaders are committed to the success of the company and willing to make changes in order to see that success. So as a leader, the next time performance reviews come up, make sure to ask for feedback from employees. Here’s why:
Tuesday, November 25, 2014
release regretting that the employee never informed his superiors of his inactivity. In a lesser-known interview with the German newspaper Bild a month later, the former employee responded that his e-mail had been misconstrued. He had not been avoiding work for 14 years; as his department grew, his assignments were simply handed over to others. “There never was any frustration on my part, and I would have written the e-mail even today. I have always offered my services, but it’s not my problem if they don’t want them,” he said.
Monday, November 24, 2014
Friday, November 21, 2014
Thursday, November 20, 2014
Wednesday, November 19, 2014
Tuesday, November 18, 2014
Monday, November 17, 2014
In 1989 Steven R Covey wrote a business and self-help book titled, "The Seven Habits of Highly Effective People." It became a chartbuster that influenced millions to believe that those seven habits would make them better leaders. In fact, these would make them highly effective leaders.
However, great leadership isn't only about what you are doing right. It is also about what you're not doing wrong. Just as there are habits that make leaders effective, there are habits that cripple them.
From the first day we published our research on strengths-based leadership, we have also stressed the importance of fixing the terrible habits we refer to as "fatal flaws."
We found that when a manager possessed just one of these fatal flaws they had an extremely slim chance of making it into the top tier of leadership in their organization. Possessing two or more virtually guaranteed that they would not be in the top echelon of leaders. Read more on CNN
Friday, November 14, 2014
Thursday, November 13, 2014
Wednesday, November 12, 2014
Tuesday, November 11, 2014
Monday, November 10, 2014
Friday, November 7, 2014
Thursday, November 6, 2014
“Eight out of 10 participants in the Corporate Service Corps program say it significantly increases the likelihood of them completing their career at IBM,” Stanley Litow, VP of Corporate Citizenship & Corporate Affairs, told us.
Recognizing that corporate responsibility can offer a company a competitive advantage today, we became interested in IBM as a pioneer in establishing a skills-based volunteerism initiative that also influences its talent and professional development strategies. Several executives at the company offered to talk with us to figure out why the program has been so successful—not just as a philanthropic gesture, but as a talent development system. As Litow put it, “If participation in these programs increases our retention rate, recruits top talent, and builds skills in our workforce, then it’s addressing the critical issue of competitiveness.”
The IBM Corporate Service Corps, a hybrid of professional development and service, deploys 500 young leaders a year on team assignments in more than 30 countries in the developing world. Employees engage in two months of training while working full time, spend one month on the ground on a 6- to 12-member team tackling a social issue, and then mentor the next group for two months. So far, IBMers have completed over 1,000 projects. Read more on Harvard Business Review
Wednesday, November 5, 2014
Today’s workplace is fueled with political maneuvering, envy, and greed – with only an occasional touch of class. The days of doing the right thing have transitioned into survival of the fittest as employees have become more fearful for their future and thus are looking out for themselves, more than for the organization they serve. For many, the workplace has become a domain of frustration where very few have one another’s backs. Tired of the distrust and their toxic work environments, employees are eager for a fresh start.
Rather than finding ways to build camaraderie through teambuilding and collaborative efforts, employees have become more focused on their own personal gain. They are no longer hesitant to spend corporate budgets and create third party relationships – in hopes of opening new doors of opportunity that will benefit them much more. This emerging attitude stems from disgruntled employees and the lack of trustworthy employee relations and engagement, not just with their boss but more so amongst colleagues themselves. Read more on Forbes.com
Tuesday, November 4, 2014
Monday, November 3, 2014
Friday, October 31, 2014
Thursday, October 30, 2014
Lack of employee engagement is a real problem facing businesses in all industries. Gabriel Stulman shows how innovative leadership techniques from the restaurant industry can help other companies succeed.
Wednesday, October 29, 2014
Tuesday, October 28, 2014
Monday, October 27, 2014
Friday, October 24, 2014
What is “corporate culture” and why it is important? Is it a predictor of corporate success?In the simplest sense, “culture” refers to a system of values and norms that are shared by a group of people and gives its members a framework for thinking, planning and behaving. In this context, “values” represent the shared assumptions of what “ought” to be or, in other words, what the group believes to be right and desirable, while “norms” are the guidelines that define the expected behavior of group members in various circumstances. Read more on the 4CS Blog
Thursday, October 23, 2014
Wednesday, October 22, 2014
In honor of National Work and Family Month, I wanted to talk about an unprecedented phenomenon occurring in today's workplace. For the first time ever, three generations are working together. Work/life balance is certainly not the same for each of these segments of the workforce. Employers need to take into consideration the unique work/life balance needs of each generation. It's much trickier than in the past and the lines have certainly blurred.
This is definitely not a "soft issue" as numerous studies have shown that one of the keys to U.S. competitiveness is work/life balance and a link between balance-friendly nations and low unemployment. A report by Accenture published in early 2013 found that two-thirds of respondents felt they could have it all. However, half felt they could not have it all the time, with 52% globally saying they had turned down jobs due to concerns about the impact on their work/life balance. Read more on Huffington Post
Monday, October 20, 2014
Friday, October 17, 2014
Thursday, October 16, 2014
Wednesday, October 15, 2014
Tuesday, October 14, 2014
Monday, October 13, 2014
How many times have you read: "Employees are our most important asset"? How can you say that employees are our most important asset and yet not be open and inclusive in the process of obtaining buy-in on critical and basic decisions? Some companies even make it difficult for employees to understand quarterly financial results when those same employees are stockholders. Why is it that if employees are truly so important to the success of most modern enterprises, they are frequently the last audience considered for important announcements and the first audience targeted for cost reductions? It is a dilemma that you will face regularly.
Communicaton is one of the critical 4Cs of Insightlink’s 4Cs employee survey. How well are you communicating what’s important to your employees?
Friday, October 10, 2014
Thursday, October 9, 2014
Firings for Alleged Social-Media Infractions Sometimes Backfire on Companies
Facebook gaffes that can cause trouble in the workplace aren't unique to drunken college students anymore. As more companies and their workers tap into the world of blogs, Twitter and Facebook, employers are tripping over legal potholes in social media.
Next week a National Labor Relations Board judge will consider whether a medical-transportation company illegally fired a worker after she criticized her boss on Facebook, in the federal agency's first complaint linked to social media.
In another case, workers sued a restaurant company when they were dismissed after managers accessed a private Myspace page the employees set up to chat about work.
Job seekers and employees have long been warned that risqué revelations on Facebook can jeopardize career prospects. But now companies are facing their own challenges for alleged blunders in dealing with social media.
Wednesday, October 8, 2014
For the second year in a row, 24/7 Wall St. has identified America’s worst companies to work for. While company management can improve employee satisfaction, most of the companies on our list continue to make workers miserable.
In order to identify America’s worst companies to work for, 24/7 Wall St. examined employee reviews at jobs and career community site Glassdoor. Based on the reviews, Glassdoor scores companies on a scale of one to five with an average score of 3.2 for the over 250,000 companies measured. 24/7 Wall St. identified the nine publicly traded companies that received scores of 2.5 or lower.
Certain industries appear more likely to have lower employee satisfaction than others. Four of the companies on this list — Dillard’s Inc. (NYSE: DDS), Sears Holdings Corp. (NASDAQ: SHLD), Dollar General Corp. (NYSE: DG) and RadioShack Corp. (NYSE: RSH) — are in retail. The majority of the others provide services that require installation and repair. These include companies like home security system provider The ADT Corporation (NYSE: ADT), transaction technology company NCR Corp. (NYSE: NCR), and satellite television provider DISH Network Corp. (NASDAQ: DISH).
Tuesday, October 7, 2014
Monday, October 6, 2014
Why engagement matters
As the stats add up, the picture of how disengagement threatens companies continues to sharpen.
· Only 30% of employees in a recent Gallup poll said they felt engaged by the work they do.
· Less than half (49%) of the employees surveyed by ADP said they felt their company's executives created an environment that drove high performance.
· When disengagement leads to employees leaving a company, the cost of training new replacements can represent 48% – 61% of the position's salary, according to the ADP study.
Given those statistics — and the stakes that come with them — it's clear that workplace engagement is key for any corporation looking to stop loss and foster progress.
For some, getting to that goal means revisiting the way workers are empowered and encouraged. With that in mind, let's look at four key strategies for putting engaged employees back at the center of the corporate mission.