Employee Engagement Day

Paul Hebert Coaching, Employee Coaching, Employee Engagement, Employee Relations, Good HR, Paul Hebert, Performance, Recognition

Sunday is Mother’s Day. The one day a year many of us recognize the 20+ years of service and effort Mom (or Mum as they say on the other side of the pond) put into making sure you were a contributor to society and not a drag on it. Sunday is the one day a year that you tell her …

It’s Okay if You Don’t Care About Culture

Paul Hebert Culture, Employment Branding and Culture, Engagement and Satisfaction, Paul Hebert

I’m down in our Dallas headquarters this week planning some 2013 second half marketing, touching base with the Symbolist team – so they don’t forget about me – and talking about what our clients are looking for, not looking for, and what we can do to help them.  Always fun to be thinking about helping people. Except when they don’t …

What Job Does HR Really Do?

Paul Hebert Audacious Ideas, Change, HR, HR & Marketing, Organizational Development, Paul Hebert, Retention

I just finished reading Clayton Christensen’s newest book call “How Will You Measure Your Life” (my money quotes from the book can be found here.)  In that book he reintroduced one of his marketing concepts called “jobs-to-be-done.”  Originally discussed by Christensen in the context of how consumers decide on products, Christensen posited that customers don’t buy products so much as they “hire” a product to …

Job Titles That Say What They Mean

Paul Hebert Culture, Employment Branding and Culture, Good HR, HR, HR (& Life!) Advice, Job Market, Paul Hebert, Pop Culture

Job titles have achieved heights of ridiculousness never before reached. Each company in an effort to “outcool” the next company have created job descriptions that have more value as talking points in an interview with Forbes than they do to the oth er employees in the company – or – to the most important person – the customer of that …

HR Should Run Volunteer Organizations

Paul Hebert Employee Coaching, Employee Relations, Engagement and Satisfaction, Good HR, Influence, Organizational Development, Paul Hebert, Performance

I read a quote a long time ago – I think it was from Peter Drucker – that said something along the lines of: “If you want to really understand management, manage volunteers.” I find that concept more and more relevant to what today’s managers must do in order to drive performance within their organizations.  While the economy may be …

Screw Employee Satisfaction – Gimme The Bad Boys and Girls

Paul Hebert Audacious Ideas, Change, Culture, Employment Branding and Culture, Engagement and Satisfaction, Innovation, Paul Hebert, Performance

Mad Men Season 5 started this past week. Full disclosure, before this past week’s episode, I’ve watched a total of 6 minutes of Mad Men.  But the hype was too much for me to bear, so I DVR’d it and sat and watched it the other night.  It’s awright. But… I liked it a lot more when I heard this …

The Bonus Rules

Tim Sackett Compensation/Cash Money, Employee Coaching, Employee Communications, Good HR, HR, HR (& Life!) Advice, Influence, Performance, Recognition, The HR Profession, Tim Sackett

If you’ve been in HR for at least 30 minutes you’ve heard someone in your organization bitch about a bonus.  It comes part and parcel with the gig – from the beginning of time when the first caveman decided he needed some additional incentive for his cave drawers and developed the 5 drawings and you get an extra brontosaurus burger …

Can Autonomy Mastery and Purpose Work in Today’s Business Environment?

Paul Hebert Compensation/Cash Money, Employee Communications, Employee Relations, Employment Branding and Culture, Engagement and Satisfaction, Influence, Organizational Development, Paul Hebert, Performance, Total Rewards

We’ve all been beat over the head for the last 18 months or so with the idea that incentives don’t work.  We’ve watched Wall Street bonuses become the “it girl” for bad incentives.  We’ve read and listened to Dan Pink talk about how incentives are not the best way to drive performance in an organization.  As HR people we get …

Why Your Company Wants SLOP…

Paul Hebert Candidate Pool, Employee Relations, Employment Branding and Culture, Paul Hebert, Recruiting, Retention, Sourcing, The HR Profession, War for Talent

Statistical analysis, usually, seeks to draw conclusions about a population by using a sample that represents that population.  It’s easier to do the math and analysis on 700 people than say, 7 billion people.  Through some complicated math on the sample we can feel confident (given a range of error) that the population will act like our sample.  We use …

Don’t Be an HR Stealth Ninja…

Paul Hebert Change, Good HR, Paul Hebert, Seat at the Table, Trench HR

Is that redundant?  Ninjas and stealth are pretty similar no? Ninjas are known for their ability to strike and get out without being seen.  Same with stealth planes, trains and automobiles. The idea behind Ninjas and Stealth tech is they can get the job done without leaving any traces.  No one knows they were there and after they do their …