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Agile, a design framework and set of methodologies invented for software developers, has now landed in HR. And it’s transforming the HR function, our roles and our impact. First, Some Background. In the 1980s and ’90s, software development was done in huge teams, often over years. The fascinating book The Mythical Man-Month , written in 1975 by Fred Brooks, a computer architect and software engineer at IBM, describes how development projects at IBM got slower and slower as more people were added
Babette Ten Haken - Human Capital & Industrial IoT
JUNE 19, 2019
What opportunities do you offer to enhance employee development value? Because your employees look to you for direction. Towards where they go next. How they grow within your organization. Do you provide valuable reasons for current and prospective employees to join or remain part of your workforce? Or, is the most viable option to defect or not apply for a position, at all?
We’ve been working on making work suck less for quite a while now. Gallup has been measuring employee engagement for nearly 30 years and the results have always been terrible. Most employees are not fully engaged at work. In other words, work isn’t working very well for the people doing it. Don’t get me wrong, there are some organizations out there who have figured it out.
(Editor’s Note: Today’s article is brought to you by our friends at Kronos , a leading provider of workforce management and human capital management cloud solutions. Want to create an inspired workforce where employees swipe right? Check out Kronos CEO Aron Ain’s new book “ Work Inspired: How to Build an Organization Where Everyone Loves to Work ” Enjoy the article!).
Ensure your mid-year performance reviews are focused, productive, and growth-oriented with this practical checklist from Mitratech Trakstar. Designed for HR professionals, people managers, and team leads, this guide walks you through the full review process—from pre-meeting prep and feedback collection to action planning and follow-up. It also includes tips for creating a comfortable and effective review experience, plus ways to leverage tools like self-evaluations, PIPs, and development plans.
We all know someone in power who chooses to hide behind the comfort of their authority. The real task is thinking up senior executives who embody what it means to lead with transparency, honesty, and sincerity. For a company to naturally thrive, those tasked with leadership must take the time to truly understand their inner self. While it’s vital for a person to know where their strengths lie, it’s also important to understand the vulnerable parts of ourselves we often try to ignore.
With most new jobs, we enjoy a certain “honeymoon phase.” We gush about the modern décor, our cool boss, the great benefits, or the fascinating work we do. We may even be accused of excessive PDA on LinkedIn, but we can’t help it! We are excited about the new opportunity. But what helps us remain engaged employees once the honeymoon is over? DecisionWise has found from over 20 years of research that there are 5 keys to employee engagement : Meaning, Autonomy, Growth, Impact, and Connection.
With most new jobs, we enjoy a certain “honeymoon phase.” We gush about the modern décor, our cool boss, the great benefits, or the fascinating work we do. We may even be accused of excessive PDA on LinkedIn, but we can’t help it! We are excited about the new opportunity. But what helps us remain engaged employees once the honeymoon is over? DecisionWise has found from over 20 years of research that there are 5 keys to employee engagement : Meaning, Autonomy, Growth, Impact, and Connection.
More than ever, organizations are trying to create environments that are inclusive to both men and women. And with good reason. A McKinsey Global Institute report found that a scenario that allows women to reach their full potential could add as much as $28 trillion (roughly the equivalent of the Chinese and US economies combined) to the global annual GDP by 2025.
Many HR leaders are guilty of being overloaded and failing to keep tabs on the external environment outside the business. They may be buttoned up on the inside, but forces and factors outside the walls of the firm can also impact how the organization functions (or not). . In this episode, Ben brings in conversations from Chauncey Gammage, SVP of HR at NCSOFT.
Reflektive recently had the pleasure of hosting a webinar with Julie Zhou, VP of Product Design at Facebook and author of the Wall Street Journal bestseller The Making of a Manager , on the topic of 1:1 conversations. During the engaging conversation, Zhou discussed the following: ? How to have smarter 1:1 conversations with direct reports and peers. ?
To keep your business running smoothly (and legally), HR needs to get compliance right every time. Our HR Compliance Checklist is your go-to guide to cover the basics and start your auditing processes, helping you identify and address any gaps in your HR functions. Remember, compliance rules can differ based on industry and location—you’ll still need to keep up with changing regulations, but our checklist can help you get started.
Pat Tillman was an NFL player who left his career in professional football to enlist in the U.S. Army after September 11. After serving in Iraq and Afghanistan, Tillman was killed by friendly fire. Pat’s family and friends started the Pat Tillman Foundation to carry forward his legacy and to give military Veterans and their spouses opportunities to reach their fullest potential.
Career transitions are rarely easy, but they are often especially tough for senior executives. As The Economist puts it, “There’s something about being at the top that can make the process even more uncomfortable and with even higher stakes to boot.”. For one, many senior executives haven’t been on the job market in years and are not used to having to market themselves.
Flexible working hours. Supportive managers. Permission to head home when your work is finished, even if it’s before 5:00. Cultural elements like these strongly influence employee engagement on the job, and hopefully, the people you hire will be a good fit for the culture you’ve designed. But sometimes, the work isn’t what the employee expected it to be, personalities clash or they receive a more lucrative offer from another company, and you find yourself parting ways.
Speaker: Amie Phillips Pablo, VP, Corporate Compliance & Privacy Officer at Novo Nordisk
In today’s complex healthcare environment, navigating third-party relationships has become even more challenging—whether it’s vendor relationships, employee activities, or patient-facing interactions. Left unmanaged, these conflicts can compromise trust, regulatory compliance, and even organizational reputation. So, how can healthcare teams stay ahead?
A reader writes: My daughter applied for a job at the university where I’m currently employed, in a department supervised by three very good friends of mine. I’ve known them all for over 20 years. I consider them great coworkers and friends. My neighbor also applied for the job. My neighbor has been out of work for over 11 years and lived off his parents.
We all know that the traditional method of employee time tracking includes signing at the time of entering and leaving work. This is only a superficial way of describing since it involves much more. Additionally, there are multiple ways to carry out the process. Let’s check out what employee time and attendance tracking are and. The post A Guide to Employee Time and Attendance Tracking appeared first on SutiHR.
We all want to work at an organization with a great culture, but how can you build your own? Sprinklr Chief Culture and Talent Officer Diane Adams joins #WorkTrends to break it all down. The post #WorkTrends: How to Build a Company Where Everyone Wants to Work appeared first on TalentCulture.
Mid-year performance reviews aren’t just boxes for HR to check. Paycor’s toolkit empowers leaders to: Identify high-potential team members. Boost engagement with meaningful feedback. Support struggling employees. Nurture top talent to drive results. Learn how to ignite employee potential through meaningful feedback. When you nurture top talent, everybody wins.
A reader writes: I’ve noticed in the past year or two there are quite a few people (typically middle-aged men) who are reaching out to me via LinkedIn (I am a 20-something woman) trying to recruit me. While I do have a lot of experience, I’m wondering if it’s odd that some of these professionals are reaching out to me as I am under the impression it should be the other way around.
Businesses should always have a fresh perspective on their employees’ productivity. There are always areas for improvement – evaluate your work relationships, processes, and procedures. After taking a balanced view, you can apply incremental changes that will set the pace for the team’s productivity. Here are some key pointers to know how you can inspire.
It's not about making good impressions or fitting into some kind of cookie-cutter shape; it is about making a soulful stance, building connections and receiving income.
?The "alternative workforce"—contract, freelance and gig workers—make up a sizable share of the global workforce and represent a great opportunity for employers to access talent in more flexible, on-demand ways.But HR industry thought leader Josh Bersin has found that most organizations are not prepared to take full advantage of the burgeoning freelance and gig-work economy.In a new report published by HR People + Strategy (HRPS), a Society for Human Resource Management affiliate, Bers
Hubstaff’s new report, The AI Productivity Shift, highlights how 3,000+ professionals and 140,000+ users are transforming the way they work with AI. Adoption is high—85% are using AI—and the potential is just beginning. Teams that integrate AI into daily workflows report 77% faster task completion, 70% improved focus, and stronger results across the board.
A reader writes: I’m part of the senior management of a small nonprofit organization (about 25 employees). I’ve been with the company for several years and have consistently been a stellar performer, which is why I’ve been promoted several times since joining the company. I do have, however, one major flaw — I am always late. Doesn’t matter if it’s in the morning, the afternoon, or the evening.
“We’ve already got a policy—we’ve done our bit! “If we hire just to fill a quota, won’t we be lowering the bar?”. “Our recruitment process has worked out well so far. Why would we change it?”. If you are having trouble understanding the importance of diversity and inclusion (D&I) in the workplace, you aren’t alone. Despite growing research that speaks on the benefits of D&I environments, many organizations are still having difficulty navigating this sensitive subject.
If your employees are appreciated for their work, they are more likely to perform at maximum potential. Happy employees are always more productive than unhappy ones. Also, organizations with a motivated workforce can achieve higher productivity than those that don’t. If your recruitment process is full of external candidates, we explain why it is good.
Workplace violence prevention laws are rapidly evolving, with California’s SB-553 and New York’s Retail Worker Safety Act (S-8358B) leading the way. Join WILL’s experts for a nationwide webinar covering compliance requirements, with a special focus on these key state mandates. We’ll guide you through developing and implementing effective prevention policies, building a compliant plan, and delivering the required annual interactive training.
There’s a difference between being good at your job and being a good manager. However, many employees often arrive at manager positions by virtue of being good at their jobs, and not because they are necessarily good at […].
Many of us spend the majority of our time at work — in fact, the average person will spend about 13 years of their life at work. Whether you work 9am-5pm Monday through Friday or on a shift-based schedule, it’s natural to feel like you’re constantly wrapped up in to-do lists, office politics, and career […].
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