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Your Company’s Succession Planning Story is Part of Your Brand

 

It's a common assumption that most organizations don’t do succession planning. Often the reasons include the high level of administration involved with succession planning and the difficulty in identifying and developing talent. It’s hard enough to figure out what the business world will look like in three years, much less what the organization’s talent needs will be.

However, succession planning is still important. During SHRM’s “Succession Planning: Preparing for Future Talent Needs” seminar, Mike Deblieux SHRM-SCP suggested that organizations tell their succession planning story.

Organizations put a tremendous emphasis on...

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The Future of Work | A Q&A with Jeanne Meister and Kevin Mulcahy

Today's global economy evolves at breakneck speed, with technology, consumer trends and generational shifts constantly reshaping the business landscape. The labor force is changing, too, and has now reached a tipping point in terms of what employees expect from work, according to HR experts Jeanne C. Meister, founding partner of the consulting firm Future Workplace LLC in New York City, and Kevin L. Mulcahy, a business professor at Babson College in Babson Park, Mass.

Their new book, The Future Workplace Experience: 10 Rules for Mastering Disruption in Recruiting and...

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Should Small Business Leaders be Bought or Built?

 
 
I love this question. I love philosophizing about these things. Playing out the “on the one hand” scenario. I’m one of those weirdos who enjoys playing out possible scenarios in an effort to figure out which might work out the best. Because with this question as with many others the answer is a frustrating one.
 
It depends.
 
This is definitely not a question where one size fits all. What is right for one business may be the worst answer possible for another. Possibly, the most accurate answer that...
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#Nextchat: Creating Powerful Cultures

 
by Maddie Grant
 
Company culture is not about being cool or even being a “best place to work.” It’s about being more successful. Period.
 
So while a lot of organizations may spend time trying to find the right balance of happy hours or break-room perks to try to bolster their culture and employee engagement scores, the companies that have the truly strong cultures—that run circles around their competition—actually take a different approach. They directly connect their culture to what drives their success and design their culture around that. 
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Owning Engagement in Your Workplace

 
We’re going on well over fifteen years of thinking about employee engagement in organizations.  And after years of surveying employees and rolling organizational results into a macro look at our country, the results today have not changed much from when we first started the analysis.  What we know is companies that lose disengaged employees often see the negative impact of having lower profitability and higher recruiting expenses.
 
From a company perspective, there are always things that can be done to reach out to employees and make them...
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More Money Making Workers Mad

Many states and localities are increasing their minimum wage, effective this year. January is the popular month for changes.

So, the minimum wage went up in your state or city, like it did in dozens of others.  You budgeted to increase the pay of the minimum wage earners. Now the more senior employees are upset.

Those earning the minimum wage are excited because they basically get an unmerited raise as a result of legislation, but their colleagues may not be so excited to see people who may not...

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What to Expect from the Labor Market in 2017

 
 

The number of HR manager positions will increase this year by 1,100 in California—the highest volume in the nation—and by 8.6 percent in Nevada, the largest percentage increase among the 50 states and Washington, D.C., according to a set of forecasts at Projections Central, a website with employment data compiled by state agencies.

Those projections and the outlooks for hundreds of other types of jobs on the site are, of course, subject to change. However, there is no doubt that the U.S. labor market is still in the

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HR Intel: Answer the Crucial HR Question for 2017

After a tumultuous 2016 and on the cusp of some major changes in regulations and protections for employees, your workers are undoubtedly looking for some stability from their employer. One of the best ways to demonstrate that is to ensure effective outreach and interaction with employees by being exceptionally responsive, thorough and clear.

Whether it’s face to face meetings or written policies in your digital handbook, the quality of the HR team’s communication with employees is one of the main indicators of stability and adaptability. And for many employers,...

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Managing Talent in a Scaling Organization

 

 
 
Your organization is growing at a fast clip. Where you used to have a small team of entrepreneurs (founders) who quickly made broad-reaching decisions and contributions, you now have an increasingly more specialized talent pool bringing unique expertise to bear. One of the trials HR leaders of scaling organization’s face is enabling the evolution of the organization’s structure and leadership to deliver the growth and profitability desired while lessening the associated pains and inevitable complexity. Founders in particular experience “scaling pain” well before HR and the C-suite are able...
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