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Things
They Don't Teach You in Management Training
by Louise Kiernan,
MA, PHR
Training prepares Managers to delegate, motivate, influence, coach, communicate,
recognize and strategize. Often it does not prepare a Manager for the difficult
employee who is resistant to most motivating, influencing, coaching, and recognition
techniques. Here are a few examples of how to handle some difficult types.
Performance
Reviews: They're Not A Once a Year Thing
by Liz Weber
If your managers start to complain about having to complete their employee
performance review forms, you might ask if they've done their job well all
year long. If so, the performance reviews and meetings are a great time to
positively plan for the future. If not, share with them how to they can make
the process a win-win in the future.
Make
Safety a Personal Thing: Adopt a Safety Code of Conduct
by Carl Potter
and Deb Potter
The reason why workers don't follow the safety rules is that they don't take
personal responsibility for safety. Ensure that your personal approach to
safety is at the highest level so you can go home every day to your family
without injury. Make safety a personal thing and adopt a code of safe conduct.
Develop
Your Future Leaders: 7 Core Principles to Sustainability
by Edith Onderick-Harvey
Creating a sustainable pipeline of top-tier leadership needs an integrated,
systemic approach to talent management. Current leaders in the organization
need to be accountable for creating a talent management culture. Keeping
your eye on the talent will allow you to survive, and even thrive, during
times of change and come out stronger on the other side.
Absenteeism:
Is 10% Causing 90% of Your Problem?
by Stefani
Yorges, Ph.D.
Companies can no longer afford to permit unnecessary absence that they may
have tolerated in the past. This article outlines how to handle those employees
with an excessive amount of absenteeism differently from those who only
miss a day now and then.
Employee
Selection - Gambling at Work?
by Chris Young
Gambling is alive and well in the modern work environment! It's amazing how many organizations gamble at work by not using advanced hiring techniques that could save resources and future headaches.
Leader
Mentoring: the Magic that Builds True Leaders
by Michael
Shenkman and Bonnie Gorbaty
All leader mentors we know acknowledge there is "magic"
in the mentoring relationship. Not much is assured by the mentor, but the
new leader experiences a rising sense of possibility, by having an affirming
voice and expression offered to that leader alone.
Ten
Ideas for Building Your Leadership Bench Strength and Improving Performance
by Gayle Lantz
When it comes to leadership bench strength, some company
benches are dangerously light. Many large corporations and small and mid-sized
businesses lack the talent needed to sustain or grow the business beyond its
current level.
Learn
How to Motivate Your Multicultural Workforce
by Jinsoo Terry
You can take these points and implement them immediately
in your company. You will reap the enormous benefits that come from motivating
a multicultural workforce.
A
Passion for Diversity
by Simma Lieberman
For an organization to successfully leverage the diversity
of its organization to improve its performance three concurrent imperatives
must be in place.
Safety
in the Workplace: Be Rigorous, Not Ruthless
by Deb and Carl
Potter
Becoming rigorous about safety is hard work, but it
is rewarding. No matter what level you are in the company, the goal is "Nobody
Gets Hurt." That's a goal everyone can live with.
Creating
An Injury-Free Workplace: How To Avoid Corporate Complacency - the Silent
Killer
by Deb and Carl
Potter
You can create an environment where everyone at every
level in the organization will increase their commitment and their involvement
in making the workplace injury-free.
Who
is Behind that Resume?
by Jeff T. Collins
To keep your company from being the next appalling lead
story on the nightly news, it is essential to understand the importance of
investing in quality pre-employment screening.
The
Future of the Human Capital Industry
by Herb Rubenstein
There are three basic shortcomings in the field of human
capital that explain why CEO's can not buy the right tools, education, training,
organizational consulting and leadership they need to improve how their workforces
perform.
The
Why and How of Background Checks: What Savvy Executives Must Know
by Shawn Rucks
Background checks have become essential. There are weaknesses
in the current processes however we are entering a new era of technology that
can be leveraged to make your company safer and your HR more effective.
The
Language of Productivity is the Language of Workplace Health
by Graham Lowe,
Ph.D.
Managers must reframe their thinking about high-performing
organizations by recognizing that health and performance go hand in hand.
The same workplace practices that lead to increased employee health also lead
to greater productivity and performance.
Fire
Up Your Company’s Success by Knowing How and When to Hire
by Dennis LaRosee
In good times and bad, leaders need a formula for making
sure they have the right people in place. This is especially important in
more challenging economies. Companies still need to have the people who will
give them a competitive edge when opportunities open up.
Consumer
Health Care Choice is the Buzz - But How to Choose?
by Beth Remus
As health care costs continue to climb and consumer
choice is the buzzword that is heard throughout the industry, "quality" will
increasingly be the driving force behind health care decisions.
Employee
Education: Fostering an Autodidactic Workforce
by Dana VanDen
Heuvel and Mark Kohls
Progressive companies are taking an effective and low
cost approach to ongoing development by shepherding programs to foster self-taught
employees, or an autodidactic workforce.
Achieve
Competitive Advantage through a Strategically Aligned Talent Strategy
by Carol Bergeron
People formulate vision, goals and shape strategy to
meet those goals. Having the right people with the right skills at the right
time and place focused on a unified direction is one of the most significant
challenges leaders face today.
Choose
and Use the Right Resource Every Time
by Nan Andrews
Amish, Colleen Cayes, and Joy-Ellen Lipsky
Understanding the different skills, services, and benefits
of coaches, consultants, facilitators, trainers, mentors, speakers, and hybrid
forms will lead you to hire the right resource every time.
Re-Recruiting:
A Tool to Protect and Grow
by Roger E.
Herman
To gauge the strength and loyalty of your workforce,
invest resources in a re-recruitment campaign. Through this process, you can
gain a better understanding of the stability, dedication, and preparedness
of your employees.
When
the Boss is a Bully
by Daniel D. Elash,
Ph.D.
The fact of the matter is that people in positions of
power come in all types and not all of them are emotionally healthy or well
intentioned.
Holes
in the O-zone Layer
by Roger E.
Herman
There's a group of people in most companies that is
increasingly referred to as the "O-zone," with the "O" standing for Officer.
The reality is that too many organizations lack a complete team of high performers
in the o-zone.
Talent
Recruitment Challenges of High Technology Companies
by
Anne Thornley-Brown
For high technology organizations, attracting, hiring
and retaining the right talent is critical. Your first challenge is to generate
a large enough talent pool from which you can draw. The second is to develop
an effective process for screening and selecting the best candidates.
Six
Areas to Improve Workplace Stress
by Laura Churchill
“Workplace stress: it all comes down to six areas of
worklife that need to be in balance,” says Dr. Michael Leiter, recently appointed
Canada Research Chair at Acadia University. These six areas include workload,
sense of community, control, reward, values and fairness.
No
More Warm Bodies!
by Roger E. Herman
Imagine what life will be like with a competent, enthusiastic
workforce that's dedicated to achieving company goals. It's possible. Start
today to build the power to excel!
Workforce
& Workplace: A Look Ahead
by Roger E. Herman
Employment life will never be the same. Significant
evolutionary changes are underway in the workforce, and consequently in the
workplace, as well, and these transformations will occur much more rapidly
than most managers expect or desire.
How
to Take the Pain out of Performance Reviews
by Lora J.
Adrianse
Companies need factual, reliable systems to make tough
business decisions. The timing is perfect for managers to optimize performance
review processes and engage each employee in the process.
Liars,
Schemers and Thieves Need Not Apply
by Mark Goulston,
MD
Few businesses have the luxury of having a poorly hired
employee blindside their enterprise by underproducing or creating negativity
among other workers. Your best defense against firing poorly is to hire well.
Here
in Body, Absent in Productivity - Presenteeism Hurts!
by Graham Lowe
The focus on absenteeism gives a woefully inadequate
picture of the relationship between employee health, work-life quality and
workplace productivity. This largely stems from the flawed assumption that
when people are at work they are being productive.
Disaster
Prevention Tips for Hiring a New Manager
by Lora J. Adrianse
You can save yourself and others a great deal of stress
and angst if you take the time to be mindful enough to make an intentional
decision. Here
are 10 questions to consider BEFORE you select your new manager.
"First
Call" Minimizes Workers' Compensation Costs
by Karen L.
Andalman McIntyre
The most effective way to take control of your program
is to implement a "First Call" claim management reporting system, which directs
employees towards care at the initial point of the claim.
Managing
Depression in the Workplace
by
Skip Corsini
According to the National Institute of Mental Health,
depression affects more than 19 million Americans every year. This means that
at any one time, one of your employees is suffering from clinical (or diagnosed)
depression.
Hiring
Right Means Carefully Assessing EQ
by
Dora Vell
Selecting a new captain at the helm is a critical moment
in a company's history. With
its ability to predict success, emotional intelligence or EQ is always an
important consideration but for CEO hires it should be the top factor.
Awakening
the Leader Within Through Emotional Intelligence
by
Harvey Deutschendorf
With "Emotional Intelligent Moments" and "Ask
the Coach" we found ways to reach out to all leadership participants
and speak about emotional intelligence in a way that was meaningful, interesting
and relevant to their work.
How
to Attract the Best People
by
Skip Corsini
I would like to see a simple marketing principle applied
in the attraction and retention of good people. It is paraphrased best this
way: spend 80% of your recruiting resources on the people that already work
for you.
Earn
Respect or Live With Disrespect - Take Your Pick
by
Dr. Wendell Williams
I know I keep hammering this to death, but management
selection and employee hiring is the SINGLE MOST POWERFUL contributor to high
performance. Although we all know this, poor hiring and promotion practices
continue to be the norm.
Are
You Hiring Terrorists?
by
Louis Rovner, Ph.D.
Even though most people at airports don't have evil
intentions, everyone who intends to board an aircraft is carefully screened.
As long as there is a terrorist threat to our country, we must continue to
be vigilant in all aspects of our lives.
Employee
Self-Service Applications
by
Christina Morfeld
HR activities tend to be dominated by administrivia.
One benefit of implementing an employee self-service application is that HR
groups are freed up to play more strategic roles in their organizations.
Banking
on Experienced Talent
by
Jeff Turner
The current talent surplus gives you access to highly-qualified
people for nearly any position, so the time is ripe to stack your talent deck
with the best that the employment pool has to offer. Are you taking advantage
of this opportunity?
Preparing
for the Looming Talent Shortage Will Enhance Your Company's Effectiveness
by
Catherine C. Candland
With all the downsizings making headlines for the past
few years, it's hard to imagine that we will soon be faced with too few skilled, qualified workers. But, a talent shortage in the not-so-distant future
is inevitable.
Personnel
Record Retention Requirements
by
Christina Morfeld
There are a variety of federal regulations - most notably
those designed to combat discrimination and other unfair labor practices -
for which record retention is a condition of compliance.
On
Performance Evaluation
by Skip Corsini
Finding a company with a fair, equitable and internally supported evaluation
system is about as likely as a Bid Laden sighting in the right field bleachers
at Yankee Stadium.
Domestic
Violence is a Workplace Problem
by Christina Morfeld
Despite the staggering statistics on domestic abuse, the corporate world has
traditionally remained mute on the subject. Such silence is more often due
to an unawareness of the problem, discomfort with asking probing questions
when suspicions do arise, or the mindset that what takes place in someone's
private life is just that.
Employee
vs. Independent Contractor: A Game of 20 Questions
by Christina
Morfeld
The Internal Revenue Service's 20-Factor Control Test is the most explicit
in its requirements. When determining whether an individual is more appropriately
classified as an employee or Independent Contractor, ask yourself the following
questions.
Capitalize
on the Power of Suggestion
by Christina Morfeld
In today's competitive environment, a company's ability to reduce costs, increase
efficiency, and continuously innovate is vital to its success. And common
sense dictates that line workers - the individuals closest to the processes,
products, vendors, and customers - are in the best position to identify such
opportunities.
Musings
on Diversity Management
by Christina Morfeld
Diversity management goes far beyond assembling a workforce composed of varied
backgrounds and experiences. Rather, it is the cultivation of an environment
that, by design, honors and capitalizes on these differences.
Coaching,
Organizational Development, Human Performance Improvement
by Sherryl Stalinski
What
CEOs should know about the work of the human organization.
Successful
Employee Orientation (Part 1)
by Christina Morfeld
A well-planned orientation shortens the learning curve, increases productivity,
reduces errors, facilitates compliance with company policies and procedures,
improves job satisfaction and retention, and promotes communication between
manager and staff. Do you provide your new hires with the tools to achieve
these outcomes?
Successful
Employee Orientation (Part 2)
by Christina Morfeld
Employers should seize this opportunity to celebrate the arrival of their
new team member and communicate that employees are their most valuable asset.
These guidelines for conducting an effective corporate-level orientation will
help you do just that.
Successful
Employee Orientation (Part 3)
by Christina Morfeld
It
is your obligation, as a supervisor or manager, to support new hires as they
become acclimated to your work group and their job duties. This comprehensive
checklist will guide you every step of the way.
Demographic
Trends HR, Managers and CEOs Need to Be Aware of
by Susan Dunn
Never before in American history has living alone been the predominant lifestyle,
and the time is fast approaching.
Running
a 14-Facility Health Clinic is not all Black and White - It’s a Four-Color
Process
by Patti Hill
Austin Regional Clinic’s success in utilizing the Insights Discovery System
was the result of its ability to inspire leaders in the organization to understand
the decision-making process, and thus facilitate interpersonal communications
by enabling every employee to become an empowered, active participant.
Work
Force Singing a New Kind of Blues
by Graham Lowe
The blue-collar blues has been replaced by an even louder chorus: knowledge
workers' lament about the stresses of overwork.
Work/Life
Programs: Not Just Another Employee Benefit
by Tara Pickering
Progressive companies are increasingly realizing the bottom-line benefits
of programs designed to help workers balance professional and personal demands.
These include an enhanced ability to recruit and retain top talent, reduced
absenteeism and health care costs, increased morale and productivity, and
improved customer satisfaction and company image.
Discipline:
The Most Dreaded Management Task
by Christina
Morfeld
Do
you regard discipline and punishment as one and the same? If so, that may
explain your uneasiness at the thought of disciplining employees who exhibit
substandard conduct or work quality - particularly those who fail despite
their best efforts.
Involve
Your Employees in Community Service Efforts
by Christina Morfeld
Many
organizations support local charities and events as a way of "giving back"
to the communities in which they do business. While
these programs can be successfully accomplished at the corporate or executive
level, there are added bonuses associated with involving your employees.
Harvesting
Future Talent Through Co-Op/Intern Programs
by Freda Turner,
Ph.D.
Internship programs provide mutually rewarding outcomes. Linking organization
strategy and co-op/intern staffing initiatives will help fill an organization's
future talent needs.
An
Effective Employee Suggestion Program Has a Multiplier Effect
by Freda Turner,
Ph.D.
Empowered
employees who actively submit improvement suggestions, give an organization
a competitive advantage in generating cost savings, improving productivity
and increasing efficiencies if a program is properly implemented.
Workplace
Literacy: Are Your Employees Making the Grade?
by Christina Morfeld
It would occur to very few of us that troubled employees may, in fact, lack
some very basic skills – such as reading, writing, and math – that we tend
to take for granted. But without those as a foundation, how can they possibly
be expected to master the higher-level competencies that their jobs require
of them?
Book
Summary: How to Work With Just About Anyone - by Lucy Gill
summarized
by Regine Azurin and Yvette Pantilla
Here is the answer to common problems in conflict management. Dealing
with negative behavior, whether at work or at home, can be solved with three
steps.
Building
a Great Company - Identify Strategic Employee Character Traits to Make Your
Business a Success
by Fred Lange
With organizations becoming more team-structured and project-based, personality
traits and good people skills are becoming essential attributes for achieving
workplace harmony. In other words, you get your hiring right - you save your
company time and money.
Mistrust:
A Bigger Problem Than Ever Before
by Gregory P.
Smith
Even before Enron, my experience as a management consultant shows many executives
unintentionally damage their credibility and trust. Here are some ways to
maintain a high trust level within your organization.
Workforce
Planning: The Strategy Behind “Strategic Staffing”
by Christina
Morfeld
Workforce planning is a systematic approach to anticipating staffing needs
and determining what actions should be taken – starting now – to meet those
needs.
All
You Need to Know About Tests
by Dr. Wendell
Williams
This
article outlines some important concepts you need to know if you use tests.
If you don't know these concepts, you will have no idea whether your tests
work or not.
Investing
In Your Employees - How To Make the Most of Your Assets
by Andrea Bargsley
and Patti Hill of BlabberMouth
How
much would you invest to keep your employees focused and happy? Employees expect more from their jobs, including a healthy working environment
and a sense of accomplishment.
God,
Car Batteries, and Concern for the Family: Interstate Battery Company
by Gregory P.
Smith
The modern workforce is a stressful place. What has been traditionally considered
"work" and what is considered "living" is becoming difficult to distinguish.
At the Interstate Battery System of America, Inc. employees can turn to their
employer for help in the quest for meaning.
Position
Failure and Promotions
by Dr. Wendell
Williams
It seems that business promotes people until they reach their level of personal
incompetence. I would like to say that business has learned since Mr. Peter
wrote his book .... but I cannot. Managers are still being promoted based
on successful past performance and allowed to sink or swim in the new job.
What
Color is Snow White?
by
Andrea Bargsley and Patti Hill of BlabberMouth
Snow
White wasn't all she was cracked up to be. She had some serious issues with
her step mom, she made a foolish career move, and was totally naïve to the
fact that the handsome prince that was swooping in to save her, promising
her ‘happily ever after’ was statistically unlikely to stay by her side due
to personality conflicts they couldn’t resolve.
Family
Business - The Perils and Positives of Work and Family
by Paula Gamonal
How to accentuate the positives, downplay the negatives, and make good decisions
for your situation when it comes to matters of family business.
A
Refresher on Employee Health Benefits
by Kai-Lit Phua,
Ph.D.
Classification, level of subsidy and cost sharing, varieties of health care
plans, and the issue of efficiency.
Old
Ideologies, New Vision: How to Harness Both to Succeed in the New Economy
by Cheryl Rickman
How does a workforce rise above the competition? Combining ancient ideologies
and traditional values with new visions and technologies may just be the answer.
10
Management Secrets That Will Guarantee Failure
by Donald A. Phin
These secrets will all but guarantee your business failure. One note: just
make sure you bleed the company to a point of extinction before you use these
powerful secrets.
Managing
Difficult People
by Paul B.
Thornton
Managers deal with a wide range of personalities. Most people are cooperative
and reasonable. However, some employees are very difficult to be around and
work with. It is important that you understand them and develop techniques
to help them be more productive.
Cultivating
Performance
by
Gloria Dunn
Can
you turn poor performers into company assets, or should you simply fire them?
Before you decide, take time to evaluate your management approach and the
employee's capability.
10
Reasons Why People Do Stupid Things at Work
by Donald A.
Phin
Over the years as an attorney and consultant, I have seen people do some pretty
stupid things at work. Some of them are horribly stupid - others more innocently
so.
How
to Help Your Unemployed Friend
by Laura Benjamin
It
takes some time to transition from being ‘fully-featured’ to someone who must
make peace with the fact that while you’re still the same person, you’ll never
be the same again.
Cross
Culture in Business and Everyday Life: Understanding the Expatriate
by
Daniela Montabaur
Here
are several tips from Trust in Business to help you integrate cross
culturally into business and everyday life. Begin to untangle the mysteries
in the life of the expatriate.
Rules
That Blind - Be More Effective With Fewer Rules
by Jody Urquhart
A
certain amount of structure creates freedom because guidelines liberate people
and make them more productive. However, most companies place too much emphasis
on structure and not enough on their people.
Employee
Suggestions Contribute to the Bottom Line
by Freda Turner
Ph.D.
Many
organizations have seen the effectiveness of an employee suggestion program.
It can be a positive force to motivate, improve performance, productivity,
safety, and add to the bottom line.
Employee
Suggestions are Profitable - Do You Listen?
by
Freda Turner Ph.D.
Organizations that listen and reward employees for their suggestions
derive bottom line benefits.
A
Lesson in Employee Expectations at Franklin Covey
by Scott Valentine
A most vivid practical lesson regarding the potential challenges organizations
face when attempting to raise the bar of corporate expectations by empowering
workforces.
Workplace
Wellness: Something's Happening Here
by Geri McKeown
Leading Canadian organizations are taking action to alleviate organizational
stress at its source. How does your workplace compare to some of the healthiest
places to work?
May
I Make a Suggestion? All Organizations Can Benefit
by Freda Turner,
Ph.D.
Managers often overlook the company’s most valuable asset and source of information
- their employees.
If
Men are From Mars, How on Earth Does a Woman Get Promoted? Gender Bias in
Corporate America
by Thomas
M. Murphy
Men
may very well be from Mars but that does not mean women must be relegated
to a career as corporate note-taker. For an organization to effectively compete,
it needs all the talent it can get.
Improve
Your Interviewing Techniques
by Gregory P.
Smith
A
successful interview should determine if there is a match between the individual
and the job. Furthermore, a good interview process allows you to understand
their behavior, values, motivations, and qualifications.
Ham
or Spam: Quality Performance vs. Poor Performance
by
Janet Richardson
For
the innovative manager, the hiring process includes more than merely giving
an applicant an application, looking over a resume', interviewing and then
deciding whether or not to hire this person.
The
Importance of Having a Good Mentor
by Gregory P.
Smith
Many
companies have discovered that the use of a mentor for new employees not only
helps employees settle into their job and company environment, but also contributes
to a lower turnover rate.
Mentor,
Mentor on the Wall
by
Peter Kaufman
No
matter how smart your degree says you are, people need human contact to feel
secure about their role in the workplace.
Nine
Tips for Fostering a Respectful Work Environment
from Ivy Sea Online
Food-for-thought
for more effective interpersonal and organizational communication, and performance.
The
Human Touch
by
Susanne Laperle
What steps can a manager take to promote a climate of
productivity, quality service and high morale?
Interview
the Job Before Interviewing the Candidates
by
Dinah Daniels
Hiring managers can dramatically increase their chances
of long-term hiring success – before ever meeting a single job candidate.
Regenerating
Spirit After Downsizing
by Barbara
Glanz
Creativity, commitment, self-worth, purpose, fun and rebuild trust - send
your employees a CARE package.
McDonald's
Fast Food Job Application
Anonymous
submission
This
is reported to be an actual job application someone submitted at a McDonald's
fast-food establishment and they hired him.
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