Brooks: Want better managers? You need to develop better employees

HRExecutive

They have lots of engagement survey data proving that employees feel that their managers don’t give them adequate feedback, fail to set them up for success and don’t show concern for their wellbeing. Everyone in HR knows the mantra that “employees join organizations and leave managers.”

The Power of Thanks * 33Voices Interview

RecognizeThis!

A few highlights from the interviews: Money may get your team to show up to work, but it’s the psychological contract that will ignite the best in them. If you find yourself constantly talking about your culture, seeking to teach people about it, talking culture at your people rather than pointing it out over and over as its happening, it should be clear that the culture you want isn’t fully part of your company. by Derek Irvine. Recognize This!

Insiders

Sign Up for our Newsletter

This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.

The Business Case for Outplacement

Career Partners International

The business case is clear and includes: An enhanced “psychological contract” across the organization. The psychological contract refers to the unwritten set of expectations of the employment relationship in addition to the formal contract of employment. Together, the psychological contract and the employment contract define the employer-employee relationship.

HR, Training and the ‘Gig’ Economy

HRExecutive

New survey data finds few organizations are investing in their employees’ training and development these days, and I’m beginning to think the “gig economy” may have something to do with it. For those companies that are providing training, only 35 percent are offering career development opportunities online. “Understandably, companies are focused on bottom line growth and results,” said Emily He, Chief Marketing Officer at Saba.

Saba 65

9 ways to be a more effective manager

Qualtrics

Recent data suggests managers have a direct impact on employee belonging Dr. Lindsay Johnson, XM Scientist, Qualtrics. Turning feedback into action: Managers hold the key to communicating about action and change, and making the link between individual feedback and company-wide action.

How IT and HR can work together to deliver a world-class employee experience

Qualtrics

As companies everywhere announce hybrid work and remote-first environments, it’s critical for IT and HR teams to work together and holistically empower employees to be successful and satisfied. Listen, understand, and take action on experience data.

HR Trends 2020: Top Insights of what’s to come.

Sergio Caredda

HR Trends 2020 : It’s that moment of the year where most research institutes, HR Thinkers, consulting companies and HR providers issue their projections of what they see as key trends for the year to come. Predictions from Consulting Companies.

HR Trends 2020: Top Insights of what's to come.

Sergio Caredda

HR Trends 2020 : It’s that moment of the year where most research institutes, HR Thinkers, consulting companies and HR providers issue their projections of what they see as key trends for the year to come. Predictions from Consulting Companies.

The Price of Secrecy

HRExecutive

The most comprehensive, carefully thought-out company policies are basically rendered void if they’re not enforced. So says a new study from researchers at the University of California, Irvine, who used questionnaire data from “a large U.S. governmental agency” to find that “lower employee trust with tenure is incrementally linearly lower over the course of employment, not the result of an early breach of the psychological contract.”.

Trust Is The Ultimate Currency

SuccessFactors

Cloud, mobility, and Big Data enable rapid and disruptive business change, but to fully reap the benefits we also need to look at how we design our organizations and what mechanisms we put in place to foster a given culture to help accelerate our business strategy. To exploit new technological opportunities, companies have to open up for innovation and stimulate creativity. In other words, you feel psychologically secure, which is what we need when going through major changes.

Key takeaways from People Analytics World, London 2018 – Part 2

Littal Shemer

They described the wide future role of People Analytics, that will include area such as: optimizing business models, dealing with inclusive workforce and environment, driving the future service of HR, engaging in open talent economy, providing data points to direct opportunities for positive disruption, i.e., productivity. This business-driven approach, according to Blumberg, is a good alternative to data-driven approach. #6. The company uses analytics to better understand absence.

October: The 17 best Change Management articles, videos and podcasts

All about Human Capital

David talks about the loss of identity and status, loss of control, loss of knowledge and skills, loss of face, loss of a psychological contract as well as the loss of networks and colleagues. One is about making organisational data actionable – how to put data to good use.