A few months ago on Google Wave, Victorio Milian asked: What does HR need to get better?
Since Google Wave is still closed to the public and in beta testing mode, I thought I’d share my answer to Victorio’s question with you here.
BTW, I have a few Google Wave invites left. If you want one, let me know if the comments section.
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Renegade HR is a simple approach to HR: Recruit great people, and help them do amazing things that drive your business.
Here’s how to start practicing Renegade HR at your organization today.
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Back in March, Tony Hsieh, the CEO of Zappos, gave an awesome presentation at the South by Southwest Interactive Festival about culture.
You can check out the presentation and download the audio below (subscribers click through).
Here are some of Tony’s HR insights.
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One of the unintended consequences of giving employees sick days and not letting them work from is that people come into work when they really shouldn’t.
People want to maximize the number of days they have off, and they don’t want to spend them stuck at home while sick. I’d imagine that organizations that use a paid time off (PTO) bank with no distinctions between sick, personal and vacation time struggle with this even more.
So what happens? People come to work when they’re pretty sick – not horribly ill, but relatively sick – and spread their germs to everyone else in the office. They don’t function quite as well, and neither do the people they get sick.
Of course, they function well enough to get some work done. They’re just not top notch. Why not let them work from home?
They get to keep their time off for when they can really enjoy it. You get work continuity and a healthier workforce.
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It seems everyone hates the annual performance review.
Managers hate writing them. Employees hate receiving them. Human resource pros hate chasing managers down to do them and talking to unhappy employees about their appraisals. Why do we even bother?
The goal of the performance appraisal, I think, is two-fold:
The traditional performance appraisal seems pretty ineffective at achieving either of those goals.
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Yesterday’s post on pay for performance – and Dan Pink’s Ted Talk – generated some lively discussion in the comments section.
Based on some of the comments, and the discussion that followed, I think I may not have been as clear as I could have been in my post.
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There’s a mismatch between what science knows and what business does.
- Dan Pink
In his recent presentation at TED, author and business consultant Dan Pink talked about two things I advocate heavily on Renegade HR – data based management and intrinsic motivation (and inspiration).
In the talk, Dan blows apart the notion of pay for performance as a way to increase employee performance. In fact, he says, pay for performance actually hurts performance for most tasks.
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