GenY’s Succession Plan – Fire the Old Farts

Tim Sackett Audacious Ideas, Bad HR, Candidate Pool, Career Paths, Culture, Driving Productivity, Employee Coaching, Employee Relations, Generations, Influence, Job Market, Job Seeker Advice, Organizational Development, Recognition, SHRM, Succession Planning, Tim Sackett

For those who read my stuff regularly, you know I’m not a real fan of all the generational talk that goes on in our space – “GenY’s are like this, and Baby Boomers are like that, and GenXers are something totally different…”, blah, blah, blah.  It annoys me when people paint broad strokes over an entire population of people – …

The Secret to Successful HR Projects

Tim Sackett Bad HR, Change, Communication, Employee Communications, Employee Relations, Good HR, HR, HR (& Life!) Advice, HR Technology, Innovation, Leadership, Metrics, Onboarding, Performance, Recognition, Recruiting, Relocation, SHRM, Sourcing, Succession Planning, T+D, Tim Sackett

I think the world is broken into two types of people: 1. People who do things the hard way. 2. People who let other people do things the hard way. I’m going to tell you what kind of person I am, but I actually didn’t write this piece, I shopped it out to someone on FreeLance.com for $5. The Secret …

FOT Quiz Time! When Does Terminating An Employee Become A Reward?

Tim Sackett Succession Planning, Tim Sackett

Answer: When your employees are pseudo union workers with individually bargained contracts! Say hello to the NFL and “retired” quarterback, Carson Palmer, of the Cincinnati Bengals. Here’s the back story: in 2010 Palmer was the starting quarterback for arguably the worst team in the NFL.  In 2005, Palmer signed, at the time, the single largest contract in NFL history ($118M …

Succession at Your Company: Why the Young and the Old Secretly Hate Each Other

William Tincup Succession Planning, William Tincup

I’ve been thinking a lot lately about my own mortality.  I’ve also been thinking a lot about why succession sucks.  Like duh.   It’s not that we lack the skills, processes and/or software for proper succession.  It’s that the conversation at its very core is an emotional Beirut for all parties involved.  We’re all avoiding the concept of… dude, your …

Don’t Let the Door Hit You on the Way Out! Knowing When It’s Time to Go.

Andy Porter Andy Porter, Career Paths, Employee Relations, Succession Planning

Recently my wife and I were looking over some potential mutual fund investments and while most of it was incredibly boring to me I was fascinated by one thing. There was a page that listed all the fund managers and their years of experience – 20 years, 25 years and even 38 years doing the same work. While I suppose …

Doing the Right Thing – Why HP is Not the Next BP…

Kathy Rapp Kathy Rapp, Leadership, Performance, Succession Planning

A couple of weeks ago I wrote about rewarding bad behavior as it related to BP’s departing CEO, Tony Hayward.  Recently, HP announced CEO Mark Hurd was leaving with a $12.2 million severance payment and nearly 350,000 shares of stock worth about $16 million.  His deadline to exercise options to buy up to 775,000 HP shares was also extended.  All …

Search Challenge: Hiring for a Family Owned Business

timtolan Culture, Employee Relations, Succession Planning, Tim Tolan

Most of the work we do in our executive search practice is for small cap, privately held, venture backed and a few large cap publicly traded companies. Having worked in all of those types of companies allows us to identify with some of the dynamics of some of the clients we conduct search assignments for. And then there is a different model altogether: a family owned …

Do You Have An Employee Holding You Hostage?

Tim Sackett Succession Planning, Tim Sackett

I’ve always been a bit skeptical about cross training – not that I don’t think it’s not important to have back-ups (because I do believe that’s important) but for the simple fact cross training tends to de-motivate both parties and cause undo stress.  Let me give you a typical scenario – Peggy in benefits does an outstanding job, provides great …

HP and Mark Hurd – Why You Look at the Myers-Briggs and DISC Profiles of Your Team…

Kris Dunn Kris Dunn, Leadership, Succession Planning

You know why people spend so much time and money on tests like the Myers-Briggs and the DISC profile?  Because what makes you successful today won’t necessarily make you successful tomorrow, and one way to hedge against that risk is to have a balanced team that complements each other.. Case in point – the freakish execution skills of Carli’s successor …