Author Archive

The Human Resource: Leadership derailed by ‘yes’ people

Are you the type of leader who likes to feel right all the time?  Do you enjoy your direct reports telling you “great job!”, “that’s right” or “of course boss!”  Does your team always agree with your plans and ideas, and this makes you feel successful or happy? Do you realize that by surrounding yourself with “yes” people you are diminishing your actual leadership ...

 
 

The Human Resource: Compensation practices

How much thought have you put into your compensation practice?  Small employers often pay what candidates ask for because they need to hire people with no regard to any formal process or practice around compensation. In time, as the small business grows, they will experience various challenges if they don’t do something about their compensation practices.  Here we ...

 

The Human Resource: Bonuses for everyone? Don’t be silly

Does your organization provide all employees with a discretionary bonus each year? Perhaps your organization creates a pool of money annually and divides it up amongst the employees. While implementing a discretionary bonus program in which everybody benefits financially sounds wonderful, it is important to note there are problems inherent in a discretionary program ...

 

The Human Resource: Building effective performance management

There is a plethora of reasons performance management programs are less than successful in meeting their intended outcomes.  One significant factor contributing to this problem is the reluctance or hesitation of people leaders in conducting the performance review. Over time we have observed a variety of contributing variables that inhibit a people leader from ...

 

The Human Resource: Data collection, analysis, transparency, action

Well-designed survey questions and scales will help you quickly and effectively determine which categories or functions of the workplace fall short in meeting the expectations of the workforce. You will need to establish a baseline either by using the first survey conducted at a point in time or by setting a goal of X percent satisfaction. For example, you could ...

 

The Human Resource: Engagement, realistic expectations

Engagement and morale are on the decline and as a leader, you are wondering what is wrong with your employees. You may even decide to embark on an engagement survey so that you can learn what is wrong with the workforce. Let me stop you right there and remind you that culture and morale start with the leaders of the organization and the behaviors and actions ...

 

The Human Resource: Unlimited PTO & RTW practices

There seems to be an endless list of employment practice decisions to make to meet the needs of your organization. This includes considerations for attracting and hiring talent, retention, and a comprehensive benefits program that supports a healthy life-work balance. Leave policies serve several purposes, including improved morale, productivity, and cost savings. ...

 

The Human Resource: Building trust with employees

Is employee morale a concern in your business? Is there extensive gossip in your workforce that distracts from getting the job done? Do you get the sense employees are “checked out” and not focused on the business goals? If any of these situations resonate with you, read on. In prior columns, we have discussed engagement, and a major component of engagement is trust. ...

 

The Human Resource: Engagement starts with leadership

If you have ever solicited an employee engagement survey and became surprised at the results you are not effectively demonstrating or holding accountable the right individuals in your leadership and management to achieve the desired results. Engagement begins with leadership and ends with the supervisor-employee relationship in which the supervisor is promulgating ...

 

The Human Resource: Harassment prevention training

If you have watched or heard any of the attest news highlights in recent weeks, the topic of sexual harassment is popping up all over the country and across industries.  Increased education and awareness of the behaviors and conduct that lead to violations of employee’s rights in the workplace have and will continue to lead to an increase in complaints and ...

 

The Human Resource: Five critical HR planning

The most important piece of advice we can provide you as you review the planning steps below, critical to HR, in the coming year is this: Strategic human resource management planning is not to be treated separate and apart from all your other strategic planning for the business. The human capital asset of your business must be tied closely to all your other ...