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I hate meetings. I’d say that around 90 to 95 percent of them don’t need to happen in the first place – a few phone calls or emails would achieve the same result in far less time. And when the occasional meetings that do need to happen occur, they’re usually too long. Inevitably, someone goes off on a tangent or talks for way too long, and an hour or three of your day that you’ll never get back is gone forever.
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There’s a great blog on workforce management that I frequent called All Things Workplace, by Steve Roesler. Today he has a great article on the role that HR plays in an organization. In the article, he actually quotes a comment I left on another article of his:
HR’s true value to an organization comes from being able to analyze what behaviors are needed from employees to achieve and exceed the business strategies. For example, if your company prides itself on service, what sorts of behaviors do you need from employees to fulfill that strategy? Calm demeanor in stressful situations? A willingness to make sure the customer is always satisfied? How do you motivate employees to demonstrate those behaviors? What are your incentive programs? Do you offer any training? And how do you demonstrate that those things translate to a higher bottom line (it CAN be done)?
It’s definitely an interesting read. Check it out and join in the conversation.
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Social media is moving from the dorm room to the office. Today, I’m going to show you how you can leverage this powerful medium to increase productivity, improve communication, and create a culture that promotes innovation and collaboration.
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Last week, I wrote about a car dealership that really gets HR. The dealership puts a tremendous focus on aligning their HR programs and practices with their service-oriented business strategy. I ended up buying my car from them, but over the last week or so, I also got to witness some of the unintended side-effects of their service-focused HR strategy.
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I just don’t want my employees thinking that their jobs depend on performance. I mean… what sort of place is that to call home?
- Michael Scott, Branch Manager, Scranton
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I hate reading articles about Generation Y (my cohorts’ generation, ranging from still in high school to around 30 years old – also known as the Millennials or Echo Boomers). I can remember being 23, new to the workforce, and excited to see that people actually thought we were influential enough to write about us. I tore through article after article. Hell, I even attended a seminar on managing Gen Y.
Then I came to a quick and somber realization: About 90% of the articles written about Millennials are complete and utter crap. Most of them focus on how my generation needs constant coddling, and then go on for pages about how to effectively “manage” us.
This article isn’t about how to manage Gen Y. It’s about what Gen Y can teach you about managing an entire workforce.
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The October 13 issue of Fortune magazine features incredible advice from two mega-firm founder/CEOs: Bill Marriott of the Marriott International hotel chain and Fred Smith of FedEx. You need to pick up a print copy to read the full articles, but I wanted to share a few especially valuable snippets.
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