HR Insights

HR Roundtable: How HR Can Encourage Encouragement

We decided to start the HR Roundtable (of Cincinnati) off in 2017 on a positive note. The topic was “Encouragement At Work” and we were going to explore how to make this more of the norm versus an exception. Since we skipped meeting in January, people were eager to reconvene and get into…

Communication Failure May Be Keeping Workers From Wellness Programs

A new study hopes to settle the debate regarding workplace health promotion and whether or not it’s good for employers to get involved with employees’ wellness. Turns out, good or bad, there’s a communication breakdown. Around two-thirds of workers surveyed are happy to have their employer get involved in their health, but less than half…

Training Managers to Talk about Pay is a Blind Spot

One of the most frustrating statements for employees to hear from their managers is this: “HR wouldn’t let me do it and I don’t really know why.” And unfortunately, when it comes to pay, many managers either aren’t accountable or don’t understand how pay was determined. Managers are generally faced with playing a…

The Robots Are Coming. What Are You Doing About It?

I hope you didn’t miss yesterday’s post about the World Government Summit and its full day Global Dialogue for Happiness. I know it sounds like one of those subjects that if HR brings it up to the CEO, it’s back to the kid’s table for you. Yet, the Summit’s Happiness Dialogue was a…

Why HR Can’t Lead Cultural Change

Edgar Schein and the subject of organizational culture are forever linked due to his pioneering efforts in the field. His hallmark book, Organizational Culture and Leadership, has been a resource for more than 30 years. Ed shared insights from its recently released  fifth edition during an interview at the Human Synergistics Ultimate Culture…

When Everyone is ‘Above Average’ No One Is

Note: This is the last of three articles dealing with managing performance and compensation in the post-ratings organization. Monday’s article discussed the broad issues raised when ratings are eliminated. Tuesday’s article presented the case for ratings. ———— Perhaps you have heard the following sentence described in a conversation about performance management, ratings, and…

You Are Rating Employees Even When You Say You’re Not

Note: This is the second of three articles dealing with managing performance and compensation in the post-ratings organization. Monday’s article discussed the broad issues raised when ratings are eliminated. Wednesday, the final article discusses ratings distribution. ———— Often, when bonuses or long-term incentives are distributed, complaints about “budget bottlenecks” can be observed. In…

What Do You Do After Ending Performance Ratings?

Note: This is the first of three articles dealing with managing performance and compensation in the post-ratings organization. The second article on bonus and comp distribution will post Tuesday. The third discusses calibration formulas. ———— Many early-adopter organizations who jumped aboard the train to abolish employee performance ratings are finding themselves on a…

How to Grow Better Leaders

The quality of an organization’s leadership almost always foreshadows its chances for sustained success. Leadership and culture are also the most significant factors in attracting and retaining the best talent – ranking three times higher than salary, according to data from Glassdoor. Therefore, it would be reasonable to expect CEOs and senior leaders…

What to Consider When You Self-Fund Your Health Plan

When deciding to use a TPA (third-party administrator) to administer your self-funded healthcare plan, the first consideration is often what your healthcare provider network will look like. TPAs can help companies save more money and provide greater flexibility, but what about the provider’s quality of care? A close look shows that TPAs, with…

HR Can Build Trust By Doing Nothing

At a meeting last fall of the Raleigh-Durham DisruptHR Erin Mille was talking about trust. Now why would an HR person spend her 5 minutes on the stage urging other HR professional to build trust, sometimes by doing nothing? “Brazen trust is built through inaction,” she says early on. And then later, “High…

“Small Data” Can Have a Big Impact When You Get Started in Analytics

David Green joined IBM about a year ago to help IBM customers grow their people analytics and technology. He has been involved with HR since the late 90’s and also writes and speaks about data driven HR. Historically, HR decisions used ‘gut and intuition’ to drive decisions. Now the use of data in…

There’s More to People Than Being An “Owl”

I just saw a “game” on Facebook that got my attention.  It said, Each of us possesses different types of personality that fall in the certain category. There are basically four types of people in this world. You can only fit into one of these four personalities; which one is it? The call…

There Are Differences In What the Generations Want From Work

I was doing some research for a client and came across this report from Monster:  Monster Multi-Generational Survey, published in 2016. The underlying survey was concluded in January 2016 and surveyed more than 2,000 across the Boomer, X, Y and Z generations. I’m actually not a big fan of reports that show how…