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The HR Refresher
The HR Refresher - culture, innovation, managing conflict, talent management, performance management, interviewing techniques, selection, turnover, succession, work-life balance and more!
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Five Reasons Why Nothing Has Changed in Your Organization
by Roberta Chinsky Matuson
Business leaders complain all the time that nothing seems to have changed in their organizations, despite their best efforts to make things happen. Yet they continue to do the same things and receive the same results. Well, it’s no wonder why nothing has changed! Here are five reasons why your progress may have stalled.

How to Influence without Positional Authority and Improve Employee Morale Using 3 Simple Strategies
by Tony Kubica and Sara LaForest

We know what you’re thinking…"Influence without positional authority" sounds like an oxymoron and if uttered in the organization, you believe you will have employees wondering about your sanity. Everyone knows that the only way you will get things done in an organization is to use your authoritative position as a reason for your employees (and others) to listen to you. Right? Well - no.

Top 10 Tips for Managing Down
by Roberta Chinsky Matuson
Management looks really easy, doesn’t it? You’re awarded a title, and, if you are lucky, an office, and away you go. You bark some orders here and there and then you sit back until it’s time to give another directive. Of course, everyone does exactly what you ask of them, because you are the person in charge. If this were really the case, everyone would want to be a manager! Here are ten tips to help you become the type of manager that everyone wants to work with.

Top 10 Tips For Managing Up in a Top Down World
by Roberta Chinsky Matuson
It may seem unnatural to manage up in the top down world of business but this is exactly what you must do to be successful in business. Here are 10 tips for managing those relationships above you.

The Hydrangea Conundrum
by Stephen Balzac
Planting hydrangeas is as much an indication of whether or not someone is a spy as being charming in an interview is an indication that a person is a good hire or working long hours is an indication that someone is dedicated to the company. In other words, are you focusing on something real, such as results, or are you being distracted by the colorful flowers?

Is Your Management Causing Employee Issues and Slow Business Growth
by Tony Kubica and Sara LaForest
How can you improve your business when you have employee issues and conflicts getting in your way of running an effective, productive and efficient organization? First, change your approach and take a macro view. That is, understand that often, employee issues are symptoms of inconsistent or failing management.

How to Confront Without Conflict
by Roberta Chinsky Matuson
Most people are reluctant to address problems they are having with an employee, co-worker or even their boss. Yet, pretending everything is fine certainly won’t improve the situation. Here is just one example of why this isn’t in the best interest of the employee or yourself.

Short Term Commitment - Long Term Benefits: Interim Executives are Changing How Organizations and Companies Reach New Milestones
by Jane Matthews, President, Odgers Interim
Businesses today generally run leaner at a management level, with constant demands for the skills necessary to adapt to market shifts. A seasoned executive in place over the short term can help them navigate organizational change, address issues and challenges, fill a gap created by a retiring or absent executive, or provide senior-level expertise to lead major projects and initiatives that are key to maintaining a competitive advantage.

Louder Than Words - 10 Practical Employee Engagement Steps … that Drive Results!
by Bob Kelleher

Now that we’re seeing an economic recovery, your employees are beginning to gain confidence in the job market. Are they beginning to look for new a new job? Companies need to focus on their engagement and retention strategies today to be prepared for tomorrow by adopting the following 10 engagement practices.

Talent Management: The C-Suite’s Secret Weapon
by Paul Loucks

Faced with mounting pressures, including the aging workforce and increasing skills shortage, smart executives in all industries are recognizing that their human capital is a true competitive advantage. Talent management provides the C-suite with a powerful tool to change the direction of their business, gain a competitive advantage and drive performance to new heights.

Implementing a Successful Talent Management Process: 10 Key Lessons
by Gregory J. Michaud
Creating a talent management process that is wholly integrated into the fiber of an organization is the most fundamental key to its success.  To achieve this success, I have mapped out 10 thoughts for executives and HR practitioners, based on my experience, which could be applied to any organization regardless of size or sector.

Romance in the Workplace
by Michael H. Smith, Ph.D.
As we go further into the second millennium, more and more people are dating, and falling in love with partners they’ve met at work. Yet, coping with Cupid in the workplace can be a rather tricky affair because these romances have both positive and negative effects on work performance.

Everything I Learned in Kindergarten: Be Nice, Especially at Work
by Laura Churchill Duke
“You don’t have to like everyone, but at least be civil.” These wise words from my mother are often easier said than done.  We’ve all worked with them: the person who knowingly (or unknowingly) makes offensive or disparaging remarks, the ringleader of the rumour mill, or the one who just won’t listen. The workplace is not always a civil or respectful environment.

Succession Planning: How to Meet Future Talent Needs
by Tony Kubica and Sara LaForest

Many leaders believe succession planning is just a replacement strategy. They think of it as another exercise, a means to an end or a human resources task. They couldn’t be more wrong! Succession planning is a talent and organizational improvement initiative that enables your business or organization to grow and thrive now and in the future. 

Frankly, My Dear, I Don't Give a !@#$%
by Anne Riches

So said Rhett (Clark Gable) to Scarlett in ‘Gone with the Wind' in 1939. And this line was voted the number one movie line of all time by the American Film Institute in 2005. One reason for its infamy was that it contained a swear word - just about unheard of in a movie or on-stage in those days. While it's acceptable to many, some people are still uncomfortable with this form of communication.

Why Women Executives and Entrepreneurs Should Look to Mentoring!
by Karel Murray, CSP, DREI

Responsibility for our communication efforts, interactions, and intent must be fully accepted by us if we choose to become a mentor, informally or formally. There is no room for “off the cuff remarks” because when an individual is a mentor, the mentee places you in a position of trust and honor. It is your duty to handle it delicately and respectfully.

A New Take on Resolving Intergenerational Workplace Conflict
by Larry and Meagan Johnson

Having observed and studied the generational characteristics of the five major working generations, we have identified distinct generational characteristics that have an impact on work styles, team behavior, and communication styles. Since conflicts often arise in a multigenerational environment, it's helpful to have some understanding of the differences between employees of distinct generations.

Talent Acquisition is Surprisingly Harder in this Recovery -- and What You Can Do About It
by Barry Shulman

One of the most surprising outcomes of the 2007-2009 recession is that talent acquisition - particularly top talent - is actually harder, not easier, than before the downturn.  Despite the fact many well-respected, out-of-work executives are clamoring to get back in the game, surveys show companies are failing to find the right talent to fill reinstated positions.

How to Influence Employees to Get Things Done Correctly on Time Without Using Positional Authority
by Tony Kubica and Sara LaForest

The positional authority that comes with our title enables us to have some influence, but far less than what is required to get the work done.In order to get things done on time and with the highest quality expected so you can meet the demands and expectations of our customers and those with whom we work, we need to rely on others. And to do that, we need influence – but the right kind of influence.

The Workplace as a War Zone:  Mobbing and Bullying
by Victoria A. Hoevemeyer

What I didn’t realize, until I had an opportunity to talk to people who have been bullied, is how few people — at all levels of the organization — actually understand what bullying and mobbing is,  the impact that it had on the victim and the organization, and what can be done about it. 

Four Tips for Getting the Most Out of Your Assessment Investment
by Dr. Shelley A. Kirkpatrick and Dr. Perry Alter

We provide four tips for executives and other leaders who want to get the most out of their assessment investment.  We draw on our experiences to illustrate why you want to examine results for individual items, explore validation samples, and learn more about the respondents.  We also emphasize the importance of taking action based on the assessment results.

Hiring to Sustain Growth in a New Economy – Two Things You Should Look For When Hiring New Employees
by Tony Kubica and Sara LaForest

If you consider alignment and transformability as you start the hiring process, you are being honest with yourself and your future employee. The probability that you will hire and retain the right employee increases significantly and so do your chances of becoming a company that sustains fast growth in the New Economy.

All I Really Want Is To Know You Care:  Building Resident/Family Loyalty Through Compassionate Care
by Sonya Sullins

Research is showing that one of the strongest differentiators comes from the “soft side”.  This is not necessarily congruent with traditional wisdom.  And this is not necessarily in your budget – at least not anymore!  How prepared are you to meet the challenge of “soft” skills?

Talent Management: How to Retain Top Talent Without Derailing the Organization When Fast Tracking
by Tony Kubica and Sara LaForest

Companies need to grow talent internally and insure smooth management transitions. And the reality is that some industries are disproportionally affected by talent shortages (such as healthcare) and may have no other choice than to promote an employee who is truly not ready to handle the position. So what should you do?

Gen Y's Top 5 List for How We Think and Act at Work
by Jason Ryan Dorsey

Employers always seem to be asking me, "What in the world is Gen Y thinking when they do some of the things they do at work?" The more employers understand Gen Y's perspective, the easier it is to identify the strategies and actions that can transform us into high-performing, loyal employees.

Hiring Gen Y Makes Dollars and Sense
by Jason Ryan Dorsey

In my work consulting and speaking with business leaders around the world, I've seen time and again that Gen Y can deliver tremendous workplace performance and loyalty at a substantial value -- when managed correctly. It's my belief -- and I've seen it in action -- that Gen Y can be the strategic differentiator you've been looking for to decrease your costs and grow your business.

Six Steps to Create an Engaging Work Environment
by Lucille Maddalena, Ed.D.

During the past twenty years I have supported thousands of corporate executives to transition into a management career. In addition, I have worked with senior level management, CEO’s and business unit heads to reduce the loss of good employees by successfully assimilating and then retaining the high-contributing staff.

Boiling the Frog
by Stephen Balzac

There is an old and hoary claim that if you put a frog in boiling water, it will immediately jump out, but if you put it in cold water and slowly increase the temperature, the frog will sit there until it cooks. In fact, this happens only if the frog is equipped with little frog cement galoshes rendering it unable to jump: frogs are too smart to be boiled alive.

Why and How to Assess Your Team in Times of High Risk
by Douglas Reiter

Is your management team up to the herculean task of navigating through the current recession, identifying opportunities, and assuring your company will survive?  If not, then maybe it’s time to perform a reassessment of your top team members. Here are nine steps to take to initiate and complete an assessment of your executive team.

Should You Care if Your Employees Love You?
by Roberta Chinsky Matuson

People who gravitate toward leadership roles tend to be charismatic. They work hard at keeping their audiences captivated and enjoy the adoration they receive from their followers. This is all fine and good, until their desire to be liked, or even loved, begins to cloud their judgment.

Stop Using the Economy as an Excuse!
by Roberta Chinsky Matuson

Leaders are using the economy as an excuse on a daily basis. Don’t believe me? Just ask your managers why now it’s okay to lay-off those employees who haven’t come close to meeting their performance objectives over the past several years. Perhaps your company could have avoided lay-offs if the entire team had been operating on all four cylinders.

Employee Engagement:  How to Navigate the Most Difficult Economic Times
by Sonya Sullins

Research conducted by the Corporate Executive Board reveals that 25% of Top Employees are looking for other opportunities (up from 10% last year) and 100% are in danger of being swept away by the competition ... headhunters are on the prowl. Read on to see what the experts are saying and what you should do about it.

Attracting, Retaining and Developing Talent in a Tough Economy: An Apprenticeship Approach
by Giselle LaFrance

In a study by the Rhode Island Tech Collective, over half of IT industry employers reported they are “inadequately” staffed. No matter the size, strength or focus of any organization, a hole in its talent resources is a hole in its operations and a tunnel for potential problems. Recognizing these problems and the need for an innovative solution, Atrion decided it was time to take a different approach to attracting, retaining and developing the talent its service offerings and clients demand.

Help Employees Survive Tough Times!
by Faith Ralston, Ph.D.

Whether your employees stay or move on to become independent contractors, employees of another company, business owners or sales people, knowing their talents pays big dividends. While working for your organization, employees produce better results. And if laid-off, they are equipped to succeed.

CEOs of Family-Owned Business Face Tough Hiring and Firing Decisions
by Darrell Beck, Ph.D., CMC

Poet Robert Frost once wrote “Home is the place where, when you have to go there, they have to take you in.”  But should family businesses give a job to every family member who comes knocking?  Should these organizations make room for sons and daughters, nephews and neices and if so, under what circumstances?  This article will give some clarifying principles to help owners do the right thing for family members and for the family business.

A Case for Reassessing the Job Interview Questions We Ask
by Victoria A. Hoevemeyer
If your goal is to determine a candidate’s ability to perform the essential functions of the position; that they possess the skills and knowledge required and they can demonstrate the position’s competencies at an acceptable level, you should ask questions that will help you determine each candidate’s skill, knowledge and competency levels.  To do this, it is recommended that you use competency-based behavioral interviewing.

Leadership and Sustainability in Uncertain and Unstable Times
by Dan Schneider

All of a sudden, some of the best and the brightest of America’s corporate leaders seem stuck in reverse, at worst, or in neutral, at best.  Seduced by the shadows of Wall Street, the leaders of these and other companies depended upon business models that have proved problematic. Could different leadership styles have kept them viable?

Hiring the Right Skill Set and Motivating the Millennials
by Tony Wagner
In an economic downturn, employers need to be even more careful with their hiring decisions. And recent graduates from some of the best schools may not have the skills that matter most in the new global knowledge economy. In researching my new book, The Global Achievement Gap, I have come to understand that there are "7 Survival Skills" for the New World of Work, and that employers must look beyond applicants' "pedigrees" to carefully assess whether they have the skills that matter most.

The Imbalance of Life/Work Balance
by Simma Lieberman
To achieve work/life balance in any organization or institution, a work/life balance initiative must be supported at three levels: the programmatic level, the cultural level, and the individual level. In the absence of one of these, there will be a lot of talk about work/life balance, but not a lot of walking that talk.

When is the Right Time for an HR Expert?
by Roberta Chinsky Matuson
For many companies, who have experienced rapid growth, Human Resources is an after thought. You start out with two employees and before you know it, you've grown to over 25. Life in the office goes from being fairly simple to highly complex. Like it or not, it may very well be time to formalize HR processes and procedures in your organization. No need to panic. You can easily accomplish this by hiring an HR Expert.

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.

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.

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.

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.

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.

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.

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.

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.

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/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.

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.

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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