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Something Different
Wellness Related Topics
Thoughts on the Sort of Talent Discussions That Drive Employee Engagement
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AUGUST 25, 2016
From Whitter’s piece: . …HR theoretically has a place in all of the above employee experience circles, but there is one that I really want to talk about, namely Intellectual (Talent Development), and the role that HR (and managers) have to play in developing this circle well. You don’t get there by focusing on the rating scale. That doesn’t migrate anyone. Are you willing do that?”.
Why People Leave Their Jobs (and How Their Reasons Should Shape Your Organization’s Talent Strategy)
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AUGUST 22, 2016
<www.teambonding.com> Happy Monday all. . . …So I spent the weekend reading about turnover and engagement, and this HBR article had some really good insights that got me thinking about talent attraction and retention strategy – specifically how Managers/HRBPs can use human capital data to improve turnover and progression outcomes. What is wrong with me? ” .
How Relationship Management Impacts Strategy Execution
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AUGUST 24, 2016
And doing this wells means understanding how each audience differs, what they care about, and what knowledge they do or do not have. <www.expersoft.com> I recently stumbled across an oldish (late 2015) but excellent executive summary of a Center for Advanced Human Resource Studies (CAHRS) sponsored event examining the changing role of the HRBP. If so, at what level does that start?
The Utility of Stress
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DECEMBER 3, 2015
And I’ve seen this same cycle from others in client groups and teams I’ve supported over the years as well! …So lately I’ve found myself thinking about what drives people to better themselves. In fact, I think the key ingredient to really pushing past limits we all grapple with (such as procrastination, lethargy, fear and frustration) is properly channeling stress.
Move Beyond Learning to Applying: A Modern Management Development Program
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which half.” In short, not very well. how well the journey has. activities, as well as content-delivery. activities, as well as. well beyond providing content to include. members about what works well and what. is well-documented, we’ve created. And just in the last five years, the velocity at which new solutions have entered. We now. rate content.
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10 Must Follow* Tips For New College Grads From an HR Guy
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APRIL 24, 2015
There is an asterisk in the title because, really, what the heck do I know? -_- A few days ago I received the following writing prompt from Joe Amodei at TheLadders (follow them on Twitter here ): Well, we’d love for you to create a post where you discuss what your top tips are for a 22 year old about to enter the workforce and post it on your blog. …Okay. Google, GE, BCG etc.),
How Cultural Norms Around Work and Family Life are Impacting the Gender Pay Gap
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AUGUST 23, 2016
The effect being denoted above is illustrated really well in the below chart: <fivethirtyeight.com> …Essentially, men work more hours than women because women disproportionately shoulder home-life / childcare duties. Happy Tuesday all. Does anyone *really* need to consistently work 80+ hour weeks? Best, Rory. Benefits HR Strategy hr human resources work life balance
Quote of the Week: “You don’t set out to build a wall…
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MARCH 30, 2015
suppose this was partially true; at the time I was beginning to realize that I needed to become a more well-rounded manager and expert in the business I support, as opposed to strictly being an HR process expert and administrator. …You don’t say ‘I’m going to build the biggest, baddest, greatest wall that’s ever been built.’ You don’t start there. You do that every single day.
The Week in HR (9.18.2015)
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SEPTEMBER 18, 2015
This is executive order is a pretty big deal, as – once implemented – I suspect non-federal contractors will begin to mirror the policy as well. Check out the white paper here and let me know if it makes a believer out of you as well in the comments section below. <www.carlislefamilyymca.org> Here we are, at Friday again. And while many U.S. companies Happy Friday!
HR's Critical Role in Creating Productive and Meaningful Workplaces
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Today’s workplace is characterized by chaotic forces—low employee engagement and productivity levels, and declining employee well being. HR Leaders have a critical role in defining the vision and strategy to transform and create a more productive and happy workplace
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When is the “Right” Time to Leave Your Company?
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APRIL 17, 2015
…I have been thinking on this question ever sense he asked it, and having been with the same company for the entirety of my post business-school career I’ve come to the conclusion that I may not have the requisite perspective and experience to answer it well. To this point, a peer recently reached out to me asking to discuss the timing of career moves. Do this so you can do that.
The Impact of Financial Wellness Programs
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JULY 8, 2015
<www.moorebenefits.com> Check out this WorldatWork video featuring Steve Ulian (Head of Institutional Business Development, Bank of America) as he discusses the need for a personal approach to financial wellness, the prevalence of programs in different sizes of organizations, measuring the impact, and employee communication. Benefits hr human resources wellness programs
Which Talent Should Your Organization Be Investing Resources Into? Why? A Few Thoughts…
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AUGUST 29, 2016
…Okay, so over the weekend I read an outstanding blog post from CEB here. It talks about how to distinguish between high performers in their current roles (who are doing good work but may not be a good fit at higher levels) versus the kind of talent that has the potential, desire and commitment to keep progressing. Talent isn’t enough. Desire isn’t enough. Happy Monday.
I’ve Had Six Great Bosses in Four Years – Here’s What I’ve Learned From Each One (Part 2)
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JULY 23, 2015
Leadership is often about making tough choices in a decisive and graceful manner… and doing it well requires patience, poise, empathy, strong leadership/communication, and empathy. <bentleymasterminds.com> …So on Tuesday I wrote the first part of a two part post exploring the big learnings I took from great bosses I’ve had throughout my career. Manager #5: .
4 Ways to Close the Learning-Doing Gap for Front-Line Managers [GUIDE]
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struggle to do this well for is front-line. DEVELOP FRONT-LINE MANAGERS It’s been well documented that people leave managers – not companies. Sue might poll some of her team members about what works well and what does not when she sets expectations. for other roles as well? FOUR WAYS TO CLOSE THE. LEARNING-DOING GAP FOR. achieve their goals by making sure their. What’s.
The Importance of Analytical Thinking Ability in HR
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JUNE 3, 2015
Said competencies (along with the nature of HRG/employee relations roles) tend to position talented HR pros well to facilitate cross-functional dialogues between leaders and individual contributors alike. …I like Laurie’s university/STEM program partnership idea (again, here ), but is this a skill set that more companies should be developing internally as well? Best, Rory.
Let’s Talk About the Trend Away From Base Pay Increases Towards Short Term Rewards
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JUNE 2, 2015
…So this morning I read a great piece ( here ) from the NY Times highlighting a sea change in the way compensation is being managed in the U.S. last year. ^In short, there is ever increasing downward pressure on base pay, with companies shifting dollars that have historically been allocated towards salary bumps towards one-time bonuses and perks. So what does it all mean? Happy Tuesday, Rory.
What’s the Appropriate Comp Structure For Your Company’s Life Cycle Stage?
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MAY 13, 2015
in her piece here 1 quite well, so I will use them below ( italics ): 1. Maturity Life Cycle Stage: A large amount of assets has been accrued and companies are well established in the market. <ungerboeck.com> …So this morning I read a great piece from Jacque Vilet over at Compensation Cafe highlighting the way compensation plans must evolve based on the life stage of the company. Vilet focused on how an organization’s pay mix (i.e. It’s a great piece, and you can read it here. Market Pricing: Range spreads of 30%-80% and midpoints of 5%-15%.
Infographic Thursday: How to Develop a Culture of Safety in Your Office
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MAY 28, 2015
Ergo, this infographic is very timely for me and touches on some powerful statistics that should cause all of us all to pay careful attention to what we’re doing in the workplace (and how it impacts the well being of both ourselves and our peers). …So the business I support is coming up on its annual safety week. Thanks to Spark Hire for creating this infographic.
Leaving performance reviews behind: Where to start [Guide]
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Whether you sit in a start-up or a well- established global organization, the way. that managers are simply not well prepared to execute the. my management style as well as staff style to. 1Making Dynamic Performance. Development a Reality eGuide 3Introduction Does your organization want to adopt. more dynamic approach to managing. performance and developing employees? sprints.
Managing Internal Equity While Appropriately Rewarding Top Performers
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MAY 26, 2015
And if that’s a 50%, 100%, or even 200% differential, well… fair’s fair. <blog.skodaminotti.com> …So this morning I came across an interesting piece from Dan Alexander on Forbes. It’s a great look into some of Google’s hiring and talent management practices, and you can read it here. And no one looks at that and says it’s unfair. Best, Rory.
I’ve Had Six Great Bosses in Four Years – Here’s What I’ve Learned From Each One (Part 1)
Something Different
JULY 21, 2015
imagine that it was a very challenging time for her as well. <www.forbes.com> …So I’m relatively early in my HR career. Out of my undergraduate program in 2009, I completed my MBA and Master of Human Resource and Industrial Relations over a two year period. Since graduating, I’ve had five great roles in four(ish) great years with six great bosses. But honestly?
California Seeks to Enact Law Prohibiting Employers from Seeking Salary Histories. A Few Thoughts…
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SEPTEMBER 21, 2015
This isn’t always the case – I’ve seen candidates offered well above median salary increases to step into a new role because of both market and internal equity considerations – but on balance I would say that job seekers currently paid below market for their KSAs are right to prefer to keep salary history close to the vest if they can. compensation and benefits).
The Week in HR (9.11.2015)
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SEPTEMBER 11, 2015
<faithfulprovisions.com> It’s Friday, so I wanted to share some of the best articles I’ve read this week. In no particular order: Tim Sackett has a great piece up on his blog wherein he talks about the powerful effect that ‘filling buckets’ can have on your life and the lives of the people around you. comp/ben/payroll etc.) Check it out here. Happy Friday, Rory.
Ditching the formal performance review? Kineo shares 3 Elements for Success
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evidence that they may not be well prepared. my management style as well as staff style to. Means 1717 We may very well be at a unique crossroads. From Performance Management. to Performance Development eGuide 2Part 2: A Roadmap. for Change In Part 1 of this eGuide, we explored the confluence. of factors that’s driving change in how performance. is managed and how organizations are moving. away from the traditional annual review process to. more real-time dynamic approach. This all sounds. very logical, of course, until an organization starts to. elements in more detail.
Examining the End
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NOVEMBER 14, 2014
For they are both fleeting and defining; failing to make the most of the moments that matter often leaves one feeling that they haven’t truly lived a life well lived. And in the end, looking back on your life and feeling that you’ve lived it well is what matters, yes? With that said, my second thought was “I wonder if I’ve seen this person for the last time?”
A Few Thoughts on Job Titles
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MAY 5, 2015
If your employee would be an Engineer if he/she were working anywhere else, call him/her an Engineer at your company as well. <www.automotivedigitalmarketing.com> …So a while back I read a solid piece from Tim Sackett on job titles here. ” in the front of titles (or “I”, “II”, “III” etc. on the back). not everyone can be a Director).
How to Negotiate the Best Possible Salary For Yourself in a New Role
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JUNE 22, 2015
The federal government and local governments often do – and you’ll occasionally find private sector firms that do as well – but generally they don’t. <training.tonyrobbins.com> 1. For anyone new to this blog, I (generally) start each Monday with a quote that sets the tone for what I’m looking to accomplish/focus on for the week. Happy Monday, Rory.
The After-Tax 401(k) – A Super Saver’s Dream?
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AUGUST 18, 2015
…Ultimately, even a high earner that had access to such a plan option would be well served to max out their $18,000 pre-tax 401/Roth(k) contributions and $5,500 traditional/Roth IRA contributions before taking advantage of the new IRS rule; this is because the former options all enjoy intrinsic tax relief, while after-tax 401(k) contributions need to be rolled over into an IRA via an in-service distribution (or at retirement) before a contributor can enjoy the same benefits. Thoughts? As always, please share in the comments section below. Best, Rory.
Successful Hiring and the Role of Employee Personality Tests
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APRIL 22, 2015
Because there’s a heavy emphasis on how individuals arrive at conclusions, as well as communication style, this test can help companies determine who will best fit in to the organizational culture. DISC Assessment: Not as well-known as the aforementioned tests, the DISC assessment prioritizes four personality traits: dominance, inducement, submission and compliance. Best, Rory.
Quote of the Week: “By working faithfully eight hours a day…
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AUGUST 3, 2015
Check out the below graphic (found here ) from Alvarez and Marsal showing the average CEO/CFO/COO ages: ^I couldn’t find the same data from CHROs, but I imagine they are in their late 40s or early 50s when they first take on the top job as well (and those are just the folks that get there at all). …you may eventually get to be boss and work twelve hours a day. Happy Monday, Rory.
Quote of the Week: “Live one day at a time emphasizing…
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MAY 11, 2015
Of course, this is ultimately all well and to be expected; after all, rules intended to apply to an entire population lack the nuance to cover every possible situation by both necessity and design. …ethics rather than rules.” This is because rules – by their nature – are often drawn along somewhat arbitrary lines. Values, you see, trickle from the top down.
The Importance of Recognizing Other’s Perspectives
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JUNE 30, 2015
And by the time I realized how upset the person was about the situation, it had escalated well past the point that I should have allowed it to. ^As an HR pro and people manager, one of the things that I’ve found is that it’s always critical to listen. <zorbitsmath.com> …Getting this one up pretty late. Happy Tuesday. Best, Rory.
Quote of the Week: “First we try…
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MAY 18, 2015
Ergo, one often doesn’t know if one has made the right call until one is well past the point of no return… at which point hindsight is good for little more than preventing a repeat of mistakes of the past. …then we trust.” ” – Sean Connery 1. <seanconneryday.com> …So the past month or so has been a relatively challenging one.
Infrogaphic Thursday: Exercise and Improving Productivity in the Workplace
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SEPTEMBER 17, 2015
Benefits Infographic Thursday benefits health health and wellness hr human resources wellnessThis has been a really hectic week for me, and I’ve put several other things on the backburner (including this blog) to juggle all of the balls in the air! This makes today’s infographic particularly timely. It’s always a good idea to make time to workout throughout the week. To
A Few Thoughts on the “Hometown Discount” as Part of an Organization’s Comp Strategy
Something Different
APRIL 1, 2015
This ‘discount’ is well known in the industry. internal candidate’s salary histories and what they will work for are more well known commodities). From the piece (which again, you can read here ): We tend to pay same level experience internal employees less than we pay someone coming from the outside with the same experience, education, etc. Hometown discount. And; 2.
A Few Thoughts on 401(k) Employer Matches
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AUGUST 24, 2015
<lifehacker.com> …Okay, so you may recall that last week I wrote a post about how employers could give employees a huge leg up on retirement savings by tweaking their plan rules to allow them to put after-tax monies into their 401(k). That said, the problem with leveraging this strategy is two-fold: Only HCEs are generally going to be able to take advantage of this. Best, Rory.
The Secret Sauce of Success?
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AUGUST 4, 2015
My mentor and I stayed on the phone for well over an hour that day, with her giving me advice on everything but my performance: the importance of building and maintaining good relationships; what kind of image I should be working to project; how the hierarchy of the company was set up. classified as exempt on the grounds that they are in fast-track management trainee programs. Best, Rory.
A Few Thoughts on Building Teams
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SEPTEMBER 22, 2015
Thus a team that functioned well under the previous CEO may not be ideally suited to the new one who comes into the role with a different skill profile. <www.mindflash.com> …So today I read two interesting pieces. The first, from Patrick M. Wright on HRPA here talks about the importance of ensuring an incoming CEO has a team whose skill set is aligned with his/her own.
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