To have any hope of succeeding as a manager, you need to get your people all in.
Posts Tagged Culture
Hey HR folks! Is the first word that comes out of your mouth when you head into work – “Ugh!” Seriously, does the dawning of a new day in your corner of the HR universe generate excitement and anticipation, or drudgery and a loathsome feeling?
The answer most people reading this would say – “It depends on the day!”
You know, that’s fair. The question you have to ask youself is: What mood or tone do you regularly set as an HR pro? As a department? Do people like interacting with you, or do they do the classic, “Shhhh, it’s HR!”
Company Culture, Employer Brand, Employer Value Proposition - there's been much written and spoken about these ideas and concepts in the last few years and for the most part a general acceptance has emerged that organizational leaders need to be very aware of internal culture, and its effects on morale, engagement, productivity and performance.
At the start of 2013 the global economy has two speeds: sluggish growth in the developed economies of Western Europe and North America and rapid economic expansion in developing nations. These two economic speeds are creating myriad challenges for business leaders and human resource practitioners as they seek to find the right mix of talent to remain competitive and adapt to the highly volatile global marketplace.
Regeneron Pharmaceuticals may not be the right place for everyone. It says so right on the company’s website.
“We like being different,” said Ross Grossman, Regeneron’s vice president of human resources, who outlined the company’s culture-driven recruitment campaign as part of a “smarter workforce” track at IBM’s annual conference for clients, held here Jan. 28-30, 2013.
Some hiring managers and recruiters call it buyer’s remorse. After a brilliant interview, you hire a candidate that you believe is the perfect fit for the job. A few weeks later, you’re wondering what happened to the person you originally interviewed.
In case you missed it, here’s what happened on We Know Next this week.
Charity may start “at home,” but it continues in the workplace. According to Giving USA, an annual survey of philanthropy, U.S. corporations donated $14.55 billion in 2011.
The fourth post in a series.
Your organizational chart matters. A little.
In a lot of ways it does not. Ideas, information, trust, influence, opportunity and other resources move through networks of relationships without necessarily adhering to what the org chart says. Social network analysis tools now allow us to make the invisible visible so that we can be more deliberate in our approach to networks. There are a couple of big opportunities here:
A June 2012 “Office Pulse” survey of more than 600 U.S. workers by digital media company Captivate found that what white-collar employees consider acceptable and distracting in office attire varies by demographic factors including age, gender and professional status.
Nearly half of white-collar staffers said they’ve seen cleavage in the office, and 45 percent of workers report seeing tattoos. While 67 percent of employees ages 35 to 49 think tattoos are acceptable, 61 percent of those over 50 years old find them distracting.
A recent study finds a slight increase in the demand for leaders with skills in multiple languages, combined with a spike in employers providing language training. Yet experts say that language skills alone are not enough to ensure global business success.
In Part I, “Be Yourself – Everyone Else Is Taken” - we stressed the importance of embracing your uniqueness on your path to success.
As we experience 21st century demographic and technical transformations in the workplace, one important adjustment that leaders can make is to acknowledge and reward positive deviance – both formally and informally.
I was out of town, more than a thousand miles from my home town, Philadelphia, where I had lunch with some people I had never met. They could not have been nicer and we talked about many things including where we grew up and where we live now. Being the worldly person I am, I mentioned that I live outside of Philadelphia, about 10 minutes from where I grew up.
We all know that powerful women face Catch-22s. When Donald Trump exercises control, he is in control. When Martha Stewart exercises control, she is controlling. Same behaviors; different labels.
A lot has been written about these Catch-22s. Less has been written on how women with power can handle them.
Here are three of the many Catch-22s women with power face and my suggestions for how to navigate them.
1. Ice Queen
You probably recall the dust-up in April after it was revealed that the U.S. General Services Administration (GSA) hired a clown and a mind reader to entertain some of its employees at a conference. Among the mind reader’s services was giving a GSA employee a message from Beyond from the employee’s dead dog. The scandal prompted the head of the agency to resign.