Tue.Aug 06, 2019

9 Steps for Optimizing the Employee Experience During Your Next Technology Project

HR Bartender

(Editor’s Note: Today’s article is brought to you by our friends at Qualtrics , the leader in experience management. They help organizations listen, understand, and take action on experience data. Mark your calendars for the Qualtrics X4 Summit.

Tracking Employee Lifecycle

Dave's Weekly Thought

We who study Employee Engagement are consistently looking for trends in hiring and the direct effect on retention. The Human Resource landscape is slippery, no other profession is tasked with such a diverse cycle of management skills.

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Going on Planned Leave? Here’s What You Need to Know to Prepare


As a human being with a life outside the office, at some point in your career you may find yourself needing to take a leave of absence from work.

On time, on budget, and safe. The keys to success for your team.


You walk into work in the morning with a to do list of tasks to accomplish. You are managing multiple teams in multiple locations, you are working on tons of projects all at the same time, and you are frustrated by systems that don’t support you in the way that they should.

Does Your Workforce Have the Talent DNA for the Digital Future?

With the increasing adoption of automation and data-driven technologies, the workforce is changing rapidly — regardless of whether we’re prepared to face it. Keeping up with the velocity of change is vital to success, and that means building digital readiness into the DNA of your organization so your workforce is ready to face an uncertain and constantly changing future.

Why Leaders Need to Be Recognition Champions


During my time as the former CEO and President of Intuit Canada, the company was included in the “ Best Workplaces in Canada ” list twice and was listed under the top 10 all but one year. How did this happen? For starters, employee recognition played a major role.

System 101

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Scale your Employee Experience (EX) program, not your workload

Qualtrics HR

If you ever need an example of how employee experience (EX) is changing the way businesses operate, then look no further than your office space.

The 5 Steps of Analytics-Driven Workforce Planning


The post The 5 Steps of Analytics-Driven Workforce Planning appeared first on Visier Inc. Workforce Planning

Why performance goals matter—and 4 strategies to improve them

Bersin with Deloitte

Posted by Kathi Enderes on August 6, 2019. Who hasn’t set a goal to get more fit, learn a new language, or take a dream vacation? We frequently use goals in our personal lives because they help us stay focused on the things we want to achieve.

Cartoon Coffee Break: Back to Work Blues

Cornerstone On Demand

Editor's Note: This post is part of our "Cartoon Coffee Break" series. While we take talent management seriously, we also know it's important to have a good laugh. Check back every two weeks for a new ReWork cartoon. Vacation time is a double-edged sword.

2020 Report: The Future of HR

Paycor asked more than 500 leaders of medium and small businesses to talk about the present and future of HR. Download the guide and see what they said. Their responses will surprise you!

Get My New Book: THE 9 FACES OF HR.

The HR Capitalist

It's true. I just launched a book and it is selling well. It's called THE 9 FACES OF HR. If you like reading The HR Capitalist or Fistful of Talent , you're going to like the book and you should buy it.

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Common Hiring Mistakes to Avoid to Foster a Great Company Culture


Image via Pexels. Hiring mistakes don’t just cost you time, they also cost your business money. As you likely know, hiring the perfect candidate is not as easy as it sounds. Especially in today’s digital world, it can feel more fast-paced and competitive than ever.

3 Examples of Organizational Change Done Right


Organizational change is one of the riskiest, most earth-shaking things a company can do. But a successful reorg can set an organization on the path to future success like nothing else can. Organizational Change Case Study Change Management

How Companies Are Stepping up for Refugees

Great Place to Work


How to Activate Employee Voice to Create and Sustain a Speak Up Culture

This whitepaper details how leaders can shift into an ‘action mindset’ that allows for growth and change at every level of your organization. Speak Up cultures promote productivity, improve retention efforts, and create positive employee engagement.

4 ways leading companies are predicting customer behavior

Qualtrics HR

A great customer experience (CX) is determined by a business’s ability to effectively respond to the question: “ what do customers want? ” The challenge, however, is that in today’s disruptive economies brands often need to answer this question before consumers even have the chance to ask it.

Performance management success factors: Align PM with organizational strategy

HR Morning

Performance management processes and procedures have evolved at a blistering pace, perhaps faster than any other part of the Human Resources discipline.

Update On HR In India: One Of The World’s Fastest Growing Economies

Josh Bersin

I just returned from a trip to India, one of the world’s fastest-growing economies. While the actual numbers are being adjusted, India is growing at almost twice the rate of the US, and is likely to become the largest economy in the world (perhaps outpacing China) over the next decade. As many of you. Read more» The post Update On HR In India: One Of The World’s Fastest Growing Economies appeared first on JOSH BERSIN.

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How to Recruit and Source on Sites Like Reddit


In a crowded job market with high demand for employees, especially employees with specialized skills, sourcing candidates can be extremely difficult. A 2018 Recruiter Nation Survey from Jobvite. Workology is the art and science of work, HR and recruitment. Join the resource revolution.

The Art of Selecting Candidate Pre-Hire Assessments

Speaker: Melissa Dobbins, Founder & CEO, Career.Place

At the core of successful hiring practices is the fair and accurate evaluation of skills, abilities, knowledge and other criteria for a job. One powerful method to do this is through psychometric assessments. The right assessments used in the right way provide objective evaluation of criteria that are far more accurate than interviews alone. Unfortunately, choosing the wrong assessments or using assessments in the wrong way can lead to bad choices, biases, and even discriminatory practices that violate compliance standards.

Driving home the seriousness of company vehicle safety


Like so many occupational safety issues, many car accidents are preventable. If you play a role in your company’s commitment to safety, you can take simple steps to reinforce company vehicle safety. It’s about much more than the bottom line. You just might save a life.

What to do when the data says you’re wrong

HR Examiner

“As we continue into the era of data analytics, big data, AI, and personal tracking devices every HR professional should be prepared to face data that contradicts their beliefs sooner or later. So what do you do when it happens?” ” – Stacey Harris.

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Using a California Non-REAL ID Driver License OK for the Form I-9


The California DMV now issues two types of driver licenses or identity cards — one that complies with the REAL ID Act and one that does not. A new employee gave me a current California driver license. On the front of the license there is a notation “FEDERAL LIMITS APPLY.”

Why Working Less May Make You More Productive


Working long hours can be dangerous for mental and physical health. Overwork has been linked to everything from poor communication skills and decreased productivity to. Performance & Culture

Recognition and Rewards Buyers Guide

Recognition and rewards are an integral part of your company’s employee experience. So, it’s critical to get a platform that fits your company culture on the first try. Check out this guide to understand what questions to ask before finding a new Recognition & Rewards platform.

The Future of Manufacturing Technology

Forbes Leadership Strategy

Startups have faced challenges such as high costs, siloed data, unclear ROI, and limited scale solutions. To face them, manufacturing tech startups are now creating cutting-edge, disruptive technology where the next wave of unicorns will likely come from robotics and AI SaaS in manufacturing

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Finally, a Sympathetic Deconstruction of What HR is Doing Wrong!


In his ninth book, Nine Lies About Work (Harvard Business Review Press, 2019), Marcus Buckingham (along with his co-author this time, Ashley Goodall, an HR senior vice president at Cisco) applies his wit and famously out-of-the-box critical thinking to decades of academic research to debunk many of the bedrock operating principles traditional HR departments hold so dear–in the politest manner imaginable. The graphics on the cover’s subtitle reveal what’s to come: “A Freethinking Leader’s Guide to the Real World,” with “Freethinking” written by hand inserted over the type. This book is a contrarian’s largely sympathetic view of how many American corporations wrongly recruit, manage, measure, develop and lead their talent–what we’re now calling the “employee experience”–all executed by HR. You may remember the infamous Fast Company cover story “Why We Hate HR,” which just celebrated its 14 th anniversary; maybe Thomas Stewart’s earlier Fortune management column in 1996 about HR needing to be blown up; and just recently July’s story in The Atlantic , “The Problem with HR.” Outsiders love bashing HR. Sometimes, we do it ourselves. Nine Lies is nothing like them. Marcus is a hereditary HR person (like an English hereditary peer): Both his father and grandfather were “personnel directors” at U.K. companies. Though he never had the role, during his 18 years at the Gallup Organization (starting part-time during college at Cambridge), he absorbed a lot of the thinking and research of HR’s big thinkers—Ph.Ds in industrial organizational psychology (IO) and organizational development (OD)—without earning any of the degrees. His book calls on his and his co-author’s research and thinking, plus decades from the academics. Some of them may dismiss that as “dredged-up recycling” but others see the value. “While many of the authors’ points were made long ago and are well known to researchers,” says John Boudreau, professor and research director at the Center for Effective Organizations at the University of Southern California, “such books can help leaders in organizations realize there is a vast body of research by HR academics and other social scientists that has proven many generally accepted management assumptions to be simplistic or even wrong.”. Right. When was the last HR academic paper you, your boss, your CHRO or your CEO read? Or I read? They are tough sledding. Many of those people will read the Harvard Business Review, where the co-authors published a performance-management cover story in 2015, or dip into the good research coming out of McKinsey. Nine Lies is utterly readable, often entertaining, and not just polite, but carefully reasoned and argued using some unusual real-world examples and even some from literature. It takes the reader by the hand, respectfully describes a current HR process or belief, dissects it like a frog in high school biology, reveals it to be wrong and replaces it with a new truth as the authors see it. And you probably will, too. Full disclosure: I have been a big Marcus fan since first hearing him keynote Debbie McGrath’s first big HR.com conference in 2004. That was soon after he left Gallup as a senior vice president at age 37. And after his first two business best-sellers that I haven’t read but made his reputation: First, Break All the Rules (Simon & Schuster, 1999) and Now, Discover Your Strengths (The Free Press, 2001). After trying to turn his coaching and leadership company into an HR software company, I visited him in Beverly Hills for product briefings and casual conversation in 2015 and wrote this column: [link]. Later that year, he keynoted the HR Technology Conference ®. There, he displayed the rare and magical speaker’s talent of seeming to talk personally and directly to each member of the audience. At least, I felt that way, and he didn’t know where I was sitting. Catch him keynoting at this year’s conference and see if you agree. But beyond my talent envy, I love that he abjures all corporate speak and euphemisms. I’ve done the same for 30 years, when I have never met a corporate “challenge” that I didn’t consider and usually call a “problem.” As for his own book title, he writes: “We could call these things ‘misconceptions,’ or ‘myths,’ or even ‘misunderstandings,’ but because they are pushed at us so hard, almost as if they’re used to steer us away from the world as it truly is, we’ll call them ‘lies’ ” [A freethinking leader] “knows that the only way to make the world better tomorrow is to have the courage and wit to face up to how it really is today.” Happily, the book’s Amazon page lists all nine lies as the table of contents at the top of the “Look Inside” book sample, so I needn’t print them here or give short encapsulations of long arguments that won’t do them justice. Because the book is so polite (though always devastating to each subject), I must point out the one section where anger leaps off the page: “Lie #7 People Have Potential.” He is furious about the HR group talent-review process where everyone is placed in a nine-box and some get labeled “high potential” and others “low potential.”. First the sympathy: “Assigning a ‘potential’ rating to each employee is a product of some very good and necessary intentions. …Your company is a maximization machine—it wants to make the best use of its finite resources.”. Then the critique: “The lie that people have potential [that can be predicted] is a product of organizations’ desire for control, and their impatience with individual differences.”. Then here the outrage: “This sort of apartheid does terrible things to a company. The careless and unreliable labeling of some folks as hi-po’s and others as lo-po’s is deeply immoral. … The maximization machine should make the most of every single human within it, not just a rarefied subset. … You do not say these things because they are not things human beings say to other human beings in the real world.”. And once this thinking gets institutionalized into management processes and computer systems, fougeddaboutit! “… [W]e have sacrificed common sense and humanity at the altar of corporate uniformity.”. Read the book for the suggested alternative. It also has contrary arguments about well-rounded people, cascading goals, competencies, performance ratings (of course) and even work-life balance! While Nine Lies is aimed at HR and the C-suite, people at every corporate level can benefit from it. Being Bad Manager 101 and doomed to being a sole proprietor for 30 years, I always think about the first-time manager, who has not gone to B-School and gotten a course in “organizational behavior,” the fancy name for learning how to manage people. Plucked from a group all doing the same job, probably for being good at it, he or she is elevated with zero knowledge of how to manage former co-workers, beyond being perfectly qualified to substitute for any calling in sick. Read Nine Lies and learn how to lead a team; how to talk to your members about expectations, strength, recognition and growth; how to listen to them; and how to motivate them by touching their humanity around supporting one another. Plus, how negative feedback almost always has negative results! Probably not bad things to learn for middle managers, who may have been faking it for years! Been thinking about the Future of Work? Nine Lies has a unique vision of it. ADP wisely bought Marcus’ company and all its intellectual property more than two years ago, left the company alone and put him in charge of all people and performance research at the ADP Research Institute. The company has committed its next-generation HCM software to reflect his vision of the importance of teams and the proper ways to manage performance. As for the rest of Nine Lies , which is an independent book, I fear someone else might beat them to creating software that embodies its new model for HR. The post Finally, a Sympathetic Deconstruction of What HR is Doing Wrong! appeared first on HRExecutive.com. Columnists HR Technology HR Technology Conference News

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Does Organizational Culture Really Impact Results?

Partners in Leadership

For companies small and large, organizational culture has a tangible impact on the bottom line. The post Does Organizational Culture Really Impact Results? appeared first on Partners In Leadership. Accountability Insights Organizational Culture Culture of Accountability Key Results

12 Most Popular Hard Work Quotes


These hard work quotes will help motivate your team members and inspire them to give their best at work. Check out our 12 quotes about hard work and give yourself and your employees a boost of inspiration! Read More. Culture and People

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Year in Review: Talent Acquisition in 2019 & the 2020 Impact

The year 2019 in talent acquisition was full of key learnings and insights that you can leverage in order to start 2020 ahead of the recruiting pack. This report walks you through core trends to continuously examine as you plan your recruiting strategy for 2020 and beyond.