Trust is the foundation. Trust is the glue. Trust is the magic pixie fairy dust that makes your business better. We all love trust– all the kinds of trust – trust that people will do what they commit to do, trust that people will keep promises, trust that people will behave consistently, and trust that
Not too long ago, I was at an HR event with HR speakers. It was a good event, well attended, but there was something that really bothered me. It kept showing up in the fine lines between the big ideas. It showed up shod in steel-toed boots with pointy heels, when comfortable shoes would have
Companies look to change and evolve their cultures for several reasons. Strategy upshift, generational factors, unattended culture degradation, mergers & acquisitions, and turnaround scenarios. Below are two culture change stories we all see.
I’ve been a practitioner of HR for many, many years. From that seat, I’ve observed, fostered, and shaped company cultures. People tell me I’m good at it. Much of what I did was intuitive—instinctual. While that’s a great start, it doesn’t do you much good unless I’m working with your business directly. In this post,
Let’s talk about being a manager. I’m not just a manager, I’m a leader! So you say. Now don’t go spreading yourself too thin. There’s more to this manager thing than you know. Remember what I said in Truth #8 about performance reviews? I said that you, as a manager, are responsible for the performance
You can’t get through a week these days without reading about another high-profile, progressive, cooler-than-teal business eliminating performance reviews. So provocative! The story goes like this: Do you hate those horrible, lengthy, largely irrelevant standardized performance review forms your HR department forces on you? The solution is simple. Get RID of them. Throw babie out
Best practices are so last year! Perennially. By the time a practice gets labelled as best by some authority, there’s an innovator somewhere finding a better way. Or, more likely, a better way for their situation. Best practices are what you use when you aren’t sure and want to be safe. When CYA is more
It’s useful to play the part of a candidate on other companies’ careers sites every now and then. And on your own careers site. You learn some things.
Let me explain. By “fair pay”, I mean the measures of fairness typically used by a business when setting pay – education, experience, market rate, and negotiating power. By “feel fair” I mean to you, the person in the role, pay is a non-issue. You aren’t beset with a painful sense that you are paid too little for the value
You’ve seen it happen. The team meets, discusses issues, and comes to apparent conclusions largely influenced by the biggest-title-in-the-room. Then, after the meeting, a few people huddle in the hallway saying the things that should have been said in the room. The color interpretations. The queries about “what that really meant when so-and-so said that
We’re not your standard blocking and tackling HR professionals, therefore, we’re quite easy to talk to and level with. Schedule a consultation with us if you’re seeking an HR partnership and ready to Unleash People Energy™ to propel your team’s growth. Whether you need us for an hour or a standing meeting to build and run the leanest and simplest people practices, we’ve got you!
