October, 2019

Part 1: How To Boost Productivity Through Intrinsic Motivation


In life and in business, motivation bleeds into everything we do and it helps us choose where to focus in our busy lives. We have certain motivations for why we’re in relationships, listen to certain podcasts, choose which books to read, and even navigate how we work.

Mental Health Needs To Be Destigmatized In The Workplace—Here’s How To Do It

Forbes Leadership Strategy

Today is World Mental Health Day, and it’s important to reflect that the tens of millions of people nationwide who deal with mental health issues can face serious stigmatization on the job

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The Power of People Analytics in Everyday Decision Making


If you’ll be at HR Technology Conference this week, join us at booth #2019 to discover how people analytics help our customers make better business decisions–and vote for your favorite submission! Learn more here.

Your Employment Brand (Once Done Right) Probably Needs Less Refreshing Than You Think.

The HR Capitalist

Quick post today related to employment branding and HR marketing. The big thought is this: You get sick of your own stuff at a much more rapid pace than the marketplace does. Trust me, I'm somewhat of an expert related to being impatient with things that are done well.

Why Smoking Costs Employers More Than They Realize

Your employees are smoking, and at a cost of $7,000 per year for each employee who smokes, that adds up - fast! This free report will show you how an effective cessation program pays for itself.

How Does Microburst Training Affect Retention


Have you ever been told a long list of things to do? While they are telling you the list, you think, "perfect! I got it." Then you walk away and start doing the list. A few moments into doing the list, you forget some of the items. It is not your fault; this is very normal.

More Trending

Why Psychological Safety is Key to Improving Diversity


Saturday Spark #30. By Susan Hunt Stevens, Founder & CEO. I started my career in management consulting. In the fall of 1992, I was living in New York City weekends and jetting up to client site in Boston weekdays. I had incredibly smart and fun colleagues and was learning a ton.

Towards a collaboration culture


Here’s a statement that’s hard to argue with: A vibrant company culture is the difference between simply doing a job and being part of a community. It’s a unifying force, and that’s what most of us want out of work, right? Well, that and a fat paycheck, of course

Emotional Intelligence Is A Verb

Select International

A few weeks ago, I was running an EI development course with a technical organisation, and my colleague and I were drawing on our collective resources to engage a delegate who had been encouraged (okay, told) to attend. All signs suggested he wasn’t at all sure if any of it was for him.

Boss’s Day is a crock and we need to kill it off

Ask a Manager

Boss’s Day is tomorrow, and it’s time to kill it. Sorry, bosses. But the day is a crock. Here’s why: 1. The power dynamics are all messed up. It’s not appropriate to solicit recognition from people below you, especially when they feel it’s obligatory! Plus, many offices have started doing celebrations that involve money – employees’ money – to buy gifts and meals.

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!

Take Employee Onboarding To The Next Level With The Best-Self Kickoff


Believe it or not, professional experiences hold a powerful weight with the impact they have on our lives.

Employee Benefits 2020: Why Employees Want Financial Wellness

Best Money Moves

Employee benefits 2020: why employees want financial wellness. Financial stress has permeated all corners of the workforce and employees need your help to stop it.

Adaptability Quotient: Is This the Key to Success?

Select International

IQ, EQ…AQ ? If this is the first time you are hearing about AQ, or Adaptability Quotient, you are not alone. It’s more likely that you’ve heard about EQ, or Emotional Quotie nt.

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The Power of The Results Pyramid: Achieving Sustainable Culture Change

Partners in Leadership

The Results Pyramid® is a model of human behavior leaders use to make culture change happen effectively, accurately, and efficiently in an organization or team. The post The Power of The Results Pyramid: Achieving Sustainable Culture Change appeared first on Partners In Leadership.


Protecting Organizational Culture and Wellbeing During a Global Pandemic

Download Gallagher’s report to discover best practices for sustaining corporate culture, identify opportunities for building engagement, and understand the value of investing in your organization’s greatest asset — its people.

Josh Bersin Employee Engagement Research | Reward Gateway

Reward Gateway

RGB-US | The Employee Experience RGB-US | Technology and Innovation RGB-US | Employee Reward and Recognition

Use the Right Technology Tool For the Job

HR Bartender

The word “hack” is often used instead of tips. For example, here’s a blog post on “ 100 Incredible Life Hacks that Make Life So Much Easier ”. The first one is “Tie a small piece of fabric to your luggage. Saves a lot of time to check if it’s your bag or not.”

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Learning Corner With Jeffrey Pfeffer: Why It’s Important to Include Age in Diversity and Inclusion Efforts

Cornerstone On Demand

At Stanford University, during the 2018-2019 academic year, virtually every meeting of the faculty senate included a report—or two—on the university’s diversity efforts. Yet ageism was never addressed—and continues to go unnoticed.

5 Talent Acquisition Mistakes Data Helps You Avoid


Talent acquisition plays a key role in the success of organizations. However, finding and keeping the right people for your business isn’t easy. In fact, 65% of recruiters report that the biggest challenge in hiring is a shortage of talent.

Preparing for the Workplace of the Future: HR’s Role

Speaker: Robin Schooling, Managing Partner, HR + People Strategy, Peridus Group

Join Robin Schooling, Managing Partner, HR + People Strategy with Peridus Group, to learn what you can do now to prepare yourself and your organization for the future workplace while simultaneously solidifying HR’s impact as a strategic and influential leader for business success

Trending Soon 2020: Accessibility, Balance, and Adaptability

Ultimate Software

Every year, about this time, my colleagues and I reflect on the experiences and circumstances that made the greatest impression on us thus far in 2019, how those forces have shaped our work-lives and those of our customers, and most importantly, we begin to think about what the coming year will hold for people and organizations across the globe. We also explore the major trends impacting industries and disciplines other than HR and relate those trends to the world of work. This year there are major socio-economic, geo-political and demographic forces at play that will radically affect our workforces and workplaces and require immediate and intentional action, even if the effects are not yet obvious. We are coming off a year in which companies realized the importance of addressing the well-being of their overloaded employees holistically, while simultaneously understanding and planning for the impact of the Fourth Industrial Revolution. In the coming year, we must extend our view further into the future—while grappling with a long-term labor shortage and dealing with a massive crisis in trust—to ensure our survival in the future of work. Consider that the majority of business leaders are focused on growth, while countries and organizations around the world are facing unprecedented numbers of unfilled jobs. What workforce will fuel the growth that we strive for? Smart technology, AI and robots will play a role, helping some sectors of the economy more than others. But in order to survive and thrive in the coming years, we will need to tap into new and underutilized workforce segments and empower them in uniquely humanistic ways. Focus on Accessibility. The world population is aging – a fact that will become one of the most significant social transformations of the twenty-first century in virtually every country in the world, impacting all sectors of society, including the workplace ( UN ). As the population ages, another workforce reality is emerging: many of us will age into disability. We’re now grappling with record-high labor shortages in Japan, Germany, coastal cities in China, and the U.S. (where we have a gap of more than 1.7 million jobs). Meanwhile, more than one billion people worldwide are currently unemployed or underemployed due to some form of disability. To enable this vast workforce, our organizations will have to make work truly accessible. In fact, as the number of organizations investing in D&I initiatives increases globally, we must now expand these programs to explicitly include non-traditional labor segments, such as ‘gig’ workers, returning retirees, and people with visible and invisible disabilities, and the neuro-divergent. We can no longer ignore or shut out a large portion of the workforce if we are to meet the needs of our businesses and customers. Organizations will need to invest in technologies that can augment and compliment the capabilities of diverse groups of people while making their workplaces, and transportation to these workplaces, fully accessible. Central to this effort is to extend the scope of “accessibility” to include access to new opportunities , which makes inclusion, not just accommodation, critical. Organizations will want to redefine work to be more fluid and flexible to meet the requirements of more people including generalists, specialists, gig workers, retirees, remote and virtual workers. This could mean introducing cyclical or intermittent work, which is not the same as seasonal work, or lifecycle-based assignments and compensation. Organizations must do more to attract and select diverse and disabled individuals based on actual job requirements, and provide significantly better accommodations so that all employees can contribute to their full potential. The impact of diversity and inclusion initiatives are clear: Improved innovation, productivity, and overall business outcomes. Balance Transparency and Data Privacy. What makes these investments in accessibility more challenging and critical is that, across the globe, we are in a period of increasing uncertainty and decreasing trust in our institutions, the media, and many governments. With nowhere else to turn, people are ultimately placing their trust in their employers (Edleman Trust Barometer, 2019). This is a huge responsibility for organizations, who risk losing talent if they cannot strike the right balance between providing employees with the transparency, candor and open communication that foster trust, and the mounting pressure to be less open to protect the data and privacy of people at work. Add to this the movement to support “employee data control/ownership as a human right”, and organizations are often woefully unequipped to successfully and legally balance the needs of all parties. This disconnect is evidenced by the growing number of complaints, fines, and lawsuits connected to these issues currently making headlines. HR will have to lead organizations in navigating these murky waters— even in Europe, where data privacy is better defined, notable ambiguity remains in how to meet regulations. Policies and programs will need to be updated continuously as regulations and their complexity and scope increase, communication will have to be clear and consistent, and information and systems will have to be both secure and accessible to all. Build an Adaptive Workforce. For organizations to become more accessible and fluid, so all people can thrive and be productive in an environment of trust and belonging, new adaptive skills and capabilities will have to be developed in our workforces. Though there has been recent discussion in HR circles about the need for adaptable organizations, little focus has been placed on the need to develop an adaptive workforce. I believe that the sole emphasis on transforming the organization is misplaced. We must build adaptability into our workforce by ensuring that we identify and develop those skills essential to flourishing in the ever-changing environment that is the modern workplace. We pay lip service to the new critical professional skills, such as self-awareness, empathy, and resilience, but little action has been taken to establish these as the primary skills to gauge how a person will contribute to and impact an organization. Too many business leaders and recruiters prioritize technical skills, while new entrants to the workforce have so much more to offer and contribute. People want to be recognized for their contributions and want to learn adaptive skills that will enable them to continuously have a positive impact on their organizations and communities. Unfortunately, we are underserved in tools to quantify impact and contribution. It is a lot for us to grapple with, and 2020 is the year in which we have to do it. So much is at stake in human and financial terms, and our organizations will not survive—much less evolve—without taking note of and affecting change. This is the time for us to step up; protecting our people’s privacy at the same time being more open with them; making work accessible technologically, cognitively, and physically; and ensuring we develop and value adaptability in our people, essentially putting all people first in every way. The post Trending Soon 2020: Accessibility, Balance, and Adaptability appeared first on Ultimate Software's Blog. Workforce Trends accessibility adaptive workforce data privacy MegaTrends

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Taking Care Of Every Employee So They Bring Their Whole Self To Work


When one area of an employee’s life feels neglected, it has a tendency to become the only thing that person can focus on. Because of this, there has been a push for organizations to make sure employees are fully taken care of in their personal lives as well as their professional lives.

7 Tired Excuses for a Long Job Application

ExactHire HR Trends

So your customer service representative and retail associate jobs have been posted for weeks on end…but you still don’t have enough applicants to satisfy the general managers at all your retail locations. What’s a recruiter to do?

7 Career Lessons Learned from Attending a NASA Social

HR Bartender

Over the summer, Mr. Bartender and I attended NASA’s Ascent Abort flight test. The Ascent Abort flight test was a simulation designed to ensure that NASA can maintain astronaut safety in case of an emergency. The test flight was done as part of the preparations for next year’s Artemis launch.

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.

The Four Major Factors That Crush Curiosity

Cornerstone On Demand

Imagine our world if the parents of Leonardo DaVinci, Thomas Edison, Albert Einstein and Steve Jobs had told them to shut up and just do as they were told. And yet, parents, teachers and managers seem to do everything possible to crush curiosity.

Insights from the CPHR HR Technology Symposium 2019


On October 21, 2019, our HR and Visier for mid-market teams joined forces at the CPHR HR Technology Symposium and Showcase in Vancouver, BC. We were joined by fellow Vancouver-based technology companies like TELUS and Jostle , as well as international HR tech leaders like Ceridian and Culture Amp. .

Customer Service Week 2019: Optimizing Customer Experience

Ultimate Software

Happy Customer Service Week! This week celebrates the importance of customer service while also providing organizations with an excuse to honor their service representatives.

How To Boost Productivity Through Intrinsic Motivation, Part 2


Until the 1980’s, the consensus in psychology was that mental development slowed significantly when you physically stopped growing. This myth has led to many organizational leaders believing that their employees are only as good as their current abilities, not realizing the value of their potential.

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.