Many larger businesses have professionals who manage the administration, training, and management of employees: the human resources department.
Small businesses, on the other hand, most likely will not even a human resources professional on staff. They’re lucky to even keep their HR files in order. Handling HR tasks can present a challenge for small business owners.
The human resource department of large companies may be generalists, or focus on specialized areas such as employee benefits, payroll, training, and management efforts. They may handle common human resources processes include the staffing, hiring, satisfaction, development, and retention of employees. Human resources departments must also stay abreast of important employment and accounting laws. However, small business owners may have no training in these areas and may be especially vulnerable. Nevertheless, small business owners should try to keep up-to-date with changes in payroll and employment laws, and look to a mentor when questions arise.
The field of human resources continues to evolve with new technology for recruitment and employee screening, personality and skills testing, training and development, ...
Recognize This! – Traditional approaches to retention may no longer be enough.
Granted, the recover from the recession has been mediocre at best. In this reality, many company leaders have become complacent in regards to talent, assuming employees don’t have good options elsewhere so they’ll continue to stay put.
Those days are rapidly coming to an end. John Hollon, editor of TLNT, offers a brilliant summary of survey results recently released by OI Partners. Just glance at the chart below and you can quickly see the changing dynamics of retention in the workplace.
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Report Higher Turnover Today
Concerned about Turnover
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(Editor’s Note: Today’s post is brought to you by our friends at SilkRoad, whose passion is creating a world-class employee experience. I just returned from their annual users’ conference – three days of networking, education and fun. I wrote a post about their great event over on the SilkRoad blog. Hope you’ll check it out here!)
According to SilkRoad’s TalentTalk Research Program, the most popular way companies measure employee engagement is via their annual employee survey (59%). Since employee surveys should never be done haphazardly, this puts the development, implementation and communication of an employee survey front and center.
Employee opinion surveys are used for a variety of reasons. I’ve always looked at them as a way to converse with employees about the workplace. They provide a tremendous amount of data. But I believe it’s short-sighted to view them as a report card about how things are going. Because while there’s a lot of data that is gleaned from surveys, it’s never the whole story.
Surveys offer the ability to receive feedback at every level:
Organizationally, a survey can identify company ...
In the weeks since the tragic (and preventable) fire at Rana Plaza in Bangladesh, which took the lives of 1,127 human beings, I have been deeply troubled. Every day millions of people face terrible conditions simply to eke out a meager living. There's a high cost to cheap labor and many in Western countries are just starting to understand that. Discovering these photos by the extraordinary photographer Steve McCurry captured the pain, monotomy and little moments of respite that characterize a largely ignored work force. Each of these photos are a mini masterpiece that allow us a ...
A few weeks ago I wrote about how important it is that we offer awards that have some substantive value to them, in order to “put our money where our mouths are” and ensure proportion and fairness.
A few weeks before that, I wrote about how mistaking “pointsification” for gamification could backfire on employers, and how important it is that we be thoughtful when we gamify a solution, and not get caught up in bells whistles and leaderboards.
Ordinarily I don’t get all self-referential, but when I saw the Dilbert comic below from this Sunday’s paper, I was pretty tickled at how it segued with those two posts. I wanted to give Scott Adams a high five. (Click the image to see it larger.)
© DILBERT 2013 Scott Adams. Used By permission of UNIVERSAL UCLICK. All rights reserved.
Not only does Adams reference the current problems with outdated performance reviews, but he also gets right to the heart of the need for meaningful recognition and reward. Adopting any solution simply because it is trendy is a grave error that will likely backfire on a company.
Now don’t get me wrong. Gamification has its place. I wrote all about that ...
I stumbled across this article in The Atlantic talking about the number of older workers surpassing younger workers for the first time. It’s really not a surprise. Many baby boomers are having to postpone retirement because they’re still feeling the impact of the Great Recession. While the economy is getting better, let’s not kid ourselves…for many, there’s still a lot of catching up to do.
I’m really surprised that business isn’t talking about this a bit more.
We need young professionals in the workforce. Not just for their fresh thinking and ability to move up the corporate ladder. The economy needs people to do all the stuff that happens when we’re young: buy or rent places to live, decorate homes, take vacations, fall in love, marry or move in with someone. If young professionals are unemployed or underemployed, those options are limited.
Meanwhile, organizations must recognize that older workers will retire someday. Maybe not next week or next month. Maybe not even next year. But at some point, they will retire and companies should be ready. Plans need to be in place to capture the knowledge of this soon-to-be retiree. ...
Recognize This! – Strategy can only be executed by those who intimately understand strategic objectives and their role in it.
Strategy is one of my passions. I’m fortunate that helping clients formulate strategy is also my job. Indeed, my title is Vice President, Client Strategy and Consulting. I greatly enjoy my work helping organizations of all stripes develop a strategy for proactive management of their company culture. Yet, I also believe that everyone is (or should be) strategist in their organization.
Two pieces on strategy I read last week helped me coalesce my thinking. First, from Strategy + Business comes the ideas of Cynthia Montgomery, Timken Professor of Business Administration and former chair of the strategy unit at Harvard Business School. The article describes Montgomery’s approach to strategy this way:
“When you look at strategy as a frame of mind to be cultivated, rather than as a plan to be executed, you are far more likely to succeed over the long run… To Montgomery, a business strategist is not primarily an analyst of position, or of resources; nor is the strategist purely adaptive, responding reactively to the vagaries of ...
Recognize This! – Innovation is not just the big, market-transforming end result, but the little ideas along the way.
What’s the most powerful word in business today? Innovation.
Read any blog, any news source, any prospectus and you will quickly stumble over “innovation.” How the company pursues innovation, how innovative the products are, how “innovation” is a core value of the company. And this is all well and good – innovation truly is what propels industries and markets ever forward.
But the real question smart companies should be encouraging every employee, in every role, to ask is: “What can I do, in what I do every day, to be more innovative? How can I innovate our product, our service approach, to better serve our customers, change the market, or push the company forward?”
Unfortunately, too many people think innovation is too big for them or “not in my job description.” I believe that’s because we as leaders have failed to explain what real innovation actually looks like. David Steinberg, chief executive of XL Marketing, gives a much better definition of innovation in a recent New York Times ...
(Editor’s Note: Today’s post is brought to you by Allied Van Lines, a leader in the moving and storage industry with more than 75 years of experience. For a second year, they are championing a research project, Allied HRIQ, aimed to provide business professionals with data on current workforce trends. I’m honored to be working with Allied again and hope you find the information interesting.)
A few months ago, Yahoo! President and CEO Marissa Mayer banned telecommuting. The response uproar backlash was swift. Experts from everywhere said telecommuting is essential to employee satisfaction and engagement. Some said this was the first sign of the apocalypse. All right – you caught me. No one really said that … but you would have thought the world was coming to an end given all the media attention.
Let me toss an idea out there. Maybe telecommuting isn’t the utopia we think it is. Or that it’s been hyped up to be.
By definition, telecommuting is when employees do not travel to a central place of work. Telecommuting is also referred to as telework or remote work. Typically when a person telecommutes, they’re working from home. So ...
My colleague, Bill Brandon, brought Brian Hall’s post 10 Technology Skills That Will No Longer Help You Get A Job to my attention when I was looking for feedback on what the most relevant and valuable professional development needs are of today’s training and learning technologies practitioners. Hall’s post ends with this:
“To justify any salary, it’s not only about what you know – now – but what you can learn going forward. The key to a long career in Silicon Valley, or anywhere in the tech world, is showing that you can learn and adapt – and master - constant change.”
OK, I’m nodding. It’s easy to agree. But how do you show that you can learn and adapt (and master) constant change? Do you just keep crossing out and adding on like this to show you can adapt to to change?
Adobe Flash Developer/Designer HTML 5 Developer/Designer
Mastering constant change is not illustrated this way. I’m reminded of a JFK quote:
“And our liberty, too, is endangered if we pause for the passing moment, if we rest on our achievements, if we resist the pace of ...