Hello 3-Day Weekends!

Kathy Rapp Audacious Ideas, Benefits, Change, Change Management, Compensation/Cash Money, Corporate America, Culture, Current Affairs, Diversity, Driving Productivity, Employee Engagement, employee experience, Engagement and Satisfaction, Good HR, HR, Onboarding, Performance 0 Comments

If you’ve been in the workforce for 20+ years, you probably grew up thinking working longer hours meant you were more productive, or helped you advance your career. I spent many years arriving at and leaving an office in darkness. Microsoft has put a bit of data behind the fact longer hours do not equate to higher productivity (or happiness). …

Developing Your Team: Three Types of People (And Why You’re The Problem)

Kris Dunn Coaching, Driving Productivity, Employee Coaching, Influence, Kris Dunn, Performance 4 Comments

Note – Was in Boston this week training a great group of managers in Coaching Skills from our Boss Leadership Series, and this topic came up.  So I tracked down this past post and am republishing for those 21 managers.  Enjoy team and good luck back at your location! You wish your team would accept greater responsibility. Why don’t they …

The Hassle of Performance-Based Pay

Kylie Quetell Compensation/Cash Money, Hourly Hiring, Managing People, Metrics, Payroll, Performance, Performance Reviews, Policies, Training and Development

Are performance-based pay structures worth all of the hassle? It feels like the amount of effort that goes into these pay structures might not be worth the squeeze.  Typically performance-based pay requires the measurement of key performance indicators. That means that I’m paying someone to measure all of the “stuff.” That’s fine for me because as we know, you can’t …

Never Let Your Boss Tell You How Other People Feel About You Without Forcing These 2 Questions…

Kris Dunn Kris Dunn, Leadership, Performance, Workforce Management Articles

Dateline: Somewhere in Corporate America. The Scene: A C-Level is telling the HR pro who reports to him what another C-level thinks about her performance (hint—it’s not glowing). The Mistake: The HR Pro in question thinks that since the C-Level reporting the feedback is supportive of her (it’s the other guy with the problem, right?), she doesn’t have to challenge him …

Employee Improvement Plans: Should They Always Be Viewed as a Death Sentence?

John Hollon Communication, Employee Coaching, Employee Development, HR, Managing People, Performance, Talent Management, Training and Development, Workforce Management Articles

Did I miss the memo? When did the venerable Performance Improvement Plan — a managerial non sequitur that often has little to do with performance OR improvement — morph into the more concise but equally Orwellian “Corrective Action?” I bumped into this new terminology for what most managers lovingly refer to as a “PIP” a couple of weeks ago when …

Warming The Bench

Mark Fogel Managing People, Mark Fogel, Performance, Retention, Sports

A quick prelude to my discussion today: Enes Kantor, the former NY Knick center rode the bench almost all of this NBA season before being traded to the Portland Trailblazers, who had him play significant minutes during the playoffs. It’s a little hard to feel too sorry for him receiving $17 million in compensation to keep his seat warm until …

The 5 Qualities Needed to Be a Really Great Manager

John Hollon Coaching, Communication, Culture, Employee Development, Employee Engagement, Leadership, Learning and Development, Managing People, Performance, Retention, Talent Management, Training and Development, Workforce Management Articles

I’ve had a lot of jobs so I’ve worked for a lot of different managers — the good, the bad, and the really ugly. If there’s one thing I’ve learned from all of them, it’s this: it’s rare when you find one that you would really want to work for again. In fact, when I try to count the good …

Five HR MindShifts We All Need To Make

Guest: Katie Augsburger Culture, Employee Development, HR, Leadership, Managing People, Organizational Development, Performance, Policies, Talent Management, The HR Profession

Let me first start by saying I love being an HR professional. I love the insight that the profession gives you into a company and its employees. But as HR people know, this insight can often be a double-edged sword. Instead of being coaches, we often become referees, and instead of ambassadors of our organization, we become law enforcement to …

The Key To Getting Internal Promotions–The Only Guide You’ll Ever Need.

Kris Dunn Candidate Pool, Career Paths, Kris Dunn, Performance

Brown-noser. Suck-up.  Kiss-A**. These are the terms you’ll hear. Pay them no mind, white-collar worker. You’re here to win. Those are the stones thrown by the masses who don’t have what it takes to win–#jealous #bastards. What’s the game we’re trying to win? The game of getting internal promotions. I once had a friend from my MBA class email me …

UPS Driver: From Sweet Job to Suck Job

Kris Dunn Driving Productivity, HR Technology, Innovation, Labor, Learning and Development, Managing People, Performance, Pop Culture, Recognition

Gather ’round the campfire, kids, because I’m here with a story from a galaxy far away, a time when things seemed simpler, when good was easier to distinguish from evil, and when we weren’t so divided. It was also a time when “UPS Driver” was a premium job. Don’t laugh out loud–that’s disrespectful. UPS Drivers were once knights among us …