Image by Rebecca
This article is part of the Renegade Manifesto Series.
In order to create HR programs that inspire people to do great things that drive your business, you need great data. Of course, not all data is created equal.
If you want to develop better programs, use your employees as guinea pigs. Keep reading…
Frank Roche talks about Back-to-Basics HR, a refreshing, straight-forward approach to human resources. (30:39)
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The Fistful of Talent crew was kind enough to let me write a guest post for them on employee development.
A quick teaser:
Who drives employee development at your organization – the organization or the employee?
Many organizations have employee-driven development programs. These organizations provide employees with training and development opportunities, but expect employees to identify their development needs, initiate discussions with their manager, and seek out relevant opportunities
I think this approach is seriously flawed. To explain, let’s talk about kindergarten.
Head over to Fistful of Talent and check it out.
This article is part of the Renegade Manifesto Series.
If you make good business decisions, communication is easy, even when the news is bad.
Stop the spin. If you’re doing something because it saves the organization money, tell people that. If there’s a positive side-effect, of course you should point that out. But don’t say it’s the reason why.
Make good decisions. Then be open, honest and transparent about them.
Yesterday, I discussed what brain science and evolutionary biology can teach you about creating an innovative workplace over at HR Bartender. Props to Sharlyn Lauby for the opportunity (and if you missed it, check out her guest post yesterday on the future of work).
Here’s a short excerpt:
Humans are pretty puny, physically speaking. We’re relatively weak for our body size, and we don’t even have enough body hair to survive a chilly night. So how, in about just 200,000 years, did we move from the saber-tooth tiger lunch menu to the top of the food chain?
Humans are natural explorers and innovators. It’s hard-wired into our brains. Our ability to create and innovate helped us survive on the Savannah – and it can help us thrive in the workplace.
Today, I’m pleased to bring you a guest post by Sharlyn Lauby, aka the HR Bartender. This post is part of the HR Blog Exchange – an idea cooked up by Steve Boese last month. Enjoy!
I was standing at the grocery store checkout this week and saw a headline on the latest TIME magazine that caught my eye – “The Future of Work: Ten Lessons for Succeeding in the New American Workplace.” Needless to say, I couldn’t resist and plunked down $4.95 for the issue. Later I found it on the web (here) so let me save you some money.
Also, let me save you some time by sharing with you a few tidbits from the article. Bless their little hearts, TIME magazine did nothing more than point out the painfully obvious. Here’s a sampling of what they call the future of work: Keep reading…
This article is part of the Renegade Manifesto Series.
Work is something you do. Sometimes that means you have to dress a particular way, be in a particular place or work at a specific time. Often, though, those things don’t matter.
One of the most important things you can do to improve the quality of your workforce is get out of the way and let your people be amazing. Keep reading…