Image courtesy of Monty Are I
This article is part of the Renegade Manifesto Series.
Too often, HR is mediocre.
We don’t want to upset the wrong people, so we color in the lines. We follow the rules. We play nice.
Renegade HR is a revolution. It’s time to step on a few toes and kick some ass!
Be a rockstar. Do amazing things.
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…
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.
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…
Image by Paul Hocksenar
This article is part of the Renegade Manifesto Series.
“That’s how we’ve always done it” isn’t a good reason to do anything. Sure, the way you’ve always done it may actually be the best way to do something. But often, it’s not.
Let’s be honest: HR is not really an “ahead of the curve” profession. But that doesn’t mean you can’t be! Keep reading…
This article is part of the Renegade Manifesto Series.
Human Resources is actually a pretty crappy name for what we do.
Back in the Personnel days, employees were treated as an expense to the business. Then Human Resources came around. Suddenly, employees weren’t a cost – they were an asset! They were an investment. They were a resource.
That was a big leap forward. The idea of employees as resources has a big flaw, though: When you treat people like resources, you dehumanize them.
Never forget that employees are people. That doesn’t mean that you shouldn’t demand great performance or that you should tolerate mediocrity.
When you think of employees as people, it changes the way you recruit, manage performance and focus on development. You stop simply utilizing resources and start inspiring people to do amazing things.
This article is part of the Renegade Manifesto Series.
When you recruit people, train them, and lead them, understanding what motivates them is really important.
Most companies fixate on what’s called instrumental motivation – things like merit increases, cash bonuses, free days of vacation and so on. It’s carrot and stick management.
Does it work? Sure. Almost everyone is motivated at least somewhat by money.
If this is the only way you motivate your employees, though, you’re missing a huge opportunity. There are four other “types” of motivation:
Tapping into these other four – particularly intrinsic and goal identification – is how you move beyond just motivating your employees and start inspiring them. Keep reading…