In response to my recent post on doing less, Rebecca Thorman from Modite commented on the importance of, “making sure everything on your plate has meaning.”
I talk a lot about providing employees with meaningful and engaging work. That said, I think meaning is overrated. Here’s my response: Keep reading…
I had a really interesting discussion the other day about whether or not work should be fun.
The resounding opinion was that work isn’t fun – it’s satisfying. Doing challenging things. Helping others. Doing work that’s well aligned with someone’s passions and strengths.
Fun, people felt, comes from the relationships with their coworkers. From the work environment. From the culture.
You spend a lot of time getting people excited to come work for you during the recruiting process. Then you put them through an orientation program, get them setup at their work-station and introduce them their team. Sign them up for benefits.
What happens a month after you bring a new hire onboard? What about three months after?
Do you check-in to see how they’re doing? Whether or not the organization is living up to their expectations?
A few weeks ago I was chatting with a senior director of HR, and he shared the following nugget of wisdom:
You can have the best HR practices, programs and processes in the world, but if people aren’t happy with the work they’re doing and the manager they work for, it doesn’t matter.
Where are you spending most of your time: On the nice-to-have stuff, or the need-to-have stuff?
Today’s article is a guest post from Sean Conrad of Halogen Software.
Chris’ recent post on The Power of No got me thinking. Especially where he encourages HR pros to say no to things managers should be doing themselves.
There’s a litany of items that fall into this grey area. HR has to report on engagement metrics for example, but the drivers of engagement aren’t solely in their hands – right?
Same goes for coaching and development. It’s not exactly a job you can pin squarely on HR even if the reporting metrics come out of the department.
But HR – you can definitely guide managers on this front. Let’s put it in context. Keep reading…