- 16/02/2017"More than pay, perks, or other benefits both traditional and experimental, Millennials want to go to work each day knowing their time and efforts will add up to a greater whole." #employeeengagement #wellness #culture #purposeCombat the Hazards of Dissatisfaction - HR Engagehrengage.co.za More than anything, Millennials want engagement at work, but often have to settle for morale. Engagement is often conflated with...
- 09/01/2017Knowing the Answers to These Questions Is Key:
What should I be paying my employees?
What are the current pay trends?
What is my compensation philosophy and is it in line with the market?
Am I considering expanding locations?
Do I have what it takes to build an appropriate benefits package?
Let us help you find the data and insights you need to answer these questions and more with our HR Essentials for Small and Growing Businesses.HR Essentials for Small and Growing Businesseswww.imercer.com
- Producer06/01/2017Any opportunity for SuccessFactors freelancer in Europe?Hi if you have SuccessFactors opportunities for Freelancers in Europe please post them in this...
- Producer29/12/2016Listen to your former employees: Stop advancing bad managers."Dallas-based restaurant chain Chili's Grill & Bar has apologized and vowed to correct a wrongdoing after a local restaurant manager took away a free meal offered to veterans on Veterans Day...." The story continues to outline how a big ole sack...
Comments30/12/2016 #3 Randy KehoAll good points.
After serving in various management positions for the past 20 years, I've watched dozens of my worthy counterparts tossed to the curb while the incompetent "good old boys" shot up the ladder.
I came up through the ranks, which used to the standard procedure. Back in the day, it worked very well.
Fortunately, in addition to learning the industry, I learned to work the system and have managed to survive.
Now, our management positions have become so stressful that no one from within our ranks wants the headaches.
As a result, the company has been issuing ultimatums. Take the position or hit the road, which has led to the hiring of some poor saps off the street.
However, the worst hires our organization has made have been at the highest levels. Instead of promoting those worthy from within, they've been hiring from the competitors or from outside the industry. Unfortunately, no matter how hard they try, they just can't seem to fit that square peg into that round hole.
But, that doesn't prevent them from continually pounding away at it with a hammer until the entire organization has splintered into pieces.29/12/2016 #2 Pamela 🐝 WilliamsI've had some horrible managers, mediocre managers, and managers I'd have moved heaven & earth to support, but there is something that all of them shared that eventually led to my leaving; EGOS. I have seen heads swell so large you would think they were named king of the world. A manager admired in middle-management can become a egotistical ass in upper management. This is why I've always remember that old piece of advice: Be nice to those you meet on the way up because you just may see them again on the way down.
Another big mistake is based on a theory I learned long ago: Promoting to Incompetency. I have seen it time and time again. They perform well at one level and get promoted until they are completely out of their element. Not all Management levels are equal; just because they ran a department well, or even a division well, does not mean they can run the company. A manager does not an executive make.29/12/2016 #1 Jan 🐝 BarbosaOne thing i have seen.. The hardest it is to find jobs.. The more Toxic Bosses are recruited... Ans there is a logic to it... when jobs are scarce middle management usually bring over friends and families to the business... these usually lack the experience and skills... But are protected by someone "UP" the ladder... Its Stressing & humiliating to live this experience (consider ME a survivor) Seen this.. Live thru this... Only way to get out of the cycle is find another job...
- 14/11/2016Happy Monday Bees! Let's welcome @Janna Kefalas to the hives. As the Founder of ForwardThink Careers; I am certain she is going to enjoy buzzing around the hives
https://www.bebee.com/bee/janna-kefalas?t=profileJanna Kefalas - beBeewww.bebee.com Public profile of Janna Kefalas on beBee. beBee is the only social affinity network specialized by sector. Join and get...
- Producer23/10/2016Employee Referral: The Key to Your Next Job If you have a friend who works at your target employer, you just got a massive leg up at getting employed. Why? Employers recognize that candidates who are referred by their current employees are statistically more likely to be a good fit and are...
Comments24/10/2016 #4 Lynda Spiegel#2 Thank you, Donna-Luisa Eversley. Smart employers recognize the importance of employee engagement, and what better way to engage than to let them know how their involvement in recruiting is win-win for their bottom line.#3 Thank you, Erroll!#1 I appreciate that, Jared Wiese!23/10/2016 #2 Donna-Luisa Eversley@Lynda Spiegel quite a good article with very relevant observations. I like how you explained how employees can be an asset to HR and the organization... It helps to validates a culture when folks recommend their company as an employer.
Great post... Thanks for sharing 😊
- 13/10/2016BREAKING 2016 #NobelPrize in Literature to Bob Dylan “for having created new poetic expressions within the great American song tradition”
- Producer08/10/2016Why Job Descriptions Need to Tell a StoryThe article below was written by me and published on ReWork, CornerstoneOnDemand's online ezine on November 16, 2015.Just as branding — both personal and professional — is essential to marketing or sales, it's increasingly crucial for HR.Job...
- Producer20/09/20165 Ways to Get What You Want from Your EmployerResearch shows that the average employee spends 90,000 hours at work in their lifetime. This enormous amount of time is sometimes wasted because many employees are hesitant or afraid to ask their employer for what they want. Here are five ways that...
- Producer11/09/2016Career Tips and Links - An Updating ReferenceThis post is a fluid reference site of career resource information, that contains topics such as: SELLING YOURSELF, JOB HUNTING, COVER LETTERS, RESUMES, NO EXPERIENCE, INTERVIEWS and OFFERS.I add great links and content when I find them. Please...
- Producer27/08/2016No intentes comprender la vida. ¡Vívela! "Si realmente quieres buscar el yo real, no te apegues a ningún compromiso, a ningún programa, a ninguna idea. Permanece desapegado, flexible, fluido; no te estanques. Permanece siempre en un estado descongelado, no te congeles. En el momento en que...
- Producer18/07/2016Leadership"The greatest leader is not necessarily the one who does the greatest things. He is the one that gets the people to do the greatest things." Ronald...
- Producer08/07/2016The Problem with Leadership DevelopmentRight now in companies around the world Heads of HR are having discussions with the CEO and Executive teams about the state of leadership skills in their company. Heads will be nodding, problems identified and (usually) HR will present a solution...
Comments10/12/2016 #4 Jane HollmanHi John
Thanks for commenting. I agree that far to much money is spent on leadership programs that add very little value for the sole reason that as you said the wrong people are put onto leadershi roles in the first place. There needs to be a fundamental rethink on how we view talent mgt and leadership because current programs are tied to outdated compensation programs. By this i mean all large companies try to fit promotions and hiring into compensation programs that are not a good place to start. That is if they have a talented person they want to hire or promote internally the driving factor is always compensation and frameworks that believe you can only pay or promote someone if their role is a certain size which usually means assigning them a team. Rather than looking at the contribution the person makes as an individual and paying them accordingly without having to put them in charge of a team
I have seen this in every company i have worked in. People being hired or promoted into leadership roles even though its known they are poor leaders simply because the compensation plan says the only way to do it is to give them a team. Until that mindset changes then nothing will change from a leadership perspective#308/12/2016 #3 John PrpichJane, this is a topic that's close to my heart, albeit, very frustrating. Here are some things for you to consider and I'd appreciate your response, this is the most misunderstood aspect of business. Let's start with my first premise, just because your called a leader or you're in a leadership position, that doesn't make you a leader, it makes you someone whose called a leader, a big difference. Then their's the most prevalent argument, nature vs nurture, this is really the crux of the entire premise. People are usually equally divided or they'll suggest it's a bit of both. Here's my perspective and let me begin with the data. Billions of dollars are spent every year on leadership programs, if you consider the investment and the fact that there's little impact, that is telling, at least in my mind.
Now let's go to the number of articles written on leadership, well over 10,000 and the variety of approaches and assumptions made, it's so wide and broad that it's mind boggling on the best of days. Then let's defer to nature, when we look at social groups in the animal kingdom, do we believe that every member of a pack can be a leader, no, that's never the case. Next, let's ask ourselves this question, if everyone could be a leader, what would the value of being a leader really be, it's no different than saying, we can all cook like Martha or golf like Tiger, no we can't and if we could, what would be the value.
What makes human being's interesting is there complexity, yet we want to believe that we understand this complexity and the truth is we really don't, I'd argue that we don't even have a clue.08/07/2016 #1 mohammed khalafThank you for your artical. Typically, I treated people how I would a little anxious by now
like to be treated as well, honestly, with enthusiasm, and tried to motivate and inspire them along the way. Ego is definitely part of everyone's character, but being able to motivate and inspire people leading that, is what makes a difference in a work place, no matter if you are a manager or a leader.
- Producer15/04/2016Three Special Ways to Appreciate Your EmployeesI originally posted this article on LinkedIn last month, and wanted to share it here on beBee as well. Please let me know your thoughts and feedback!This Friday, March 4th is Employee Appreciation Day. It’s a great reminder for us to take a pause...
Comments17/04/2016 #7 NO oneThank you for sharing this also on beBee Carolyn, there's so much bees that'll find these tips helpful. Personally I differ with Michelle a little bit, I think that all feedback is good, it depends on the perspective of the person who is receiving it. Staying positive is hard, but as everything if it's practiced, it becomes easier to achieve every time.16/04/2016 #2 Paul "Pablo" CroubalianI stand corrected.
Last night I wrote a post saying, in effect that there were too many mini-posts. I stated that it was very difficult to create value to the reader in only a few hundred words.
I'm glad I said difficult, not impossible
This post is only 418 words but definitely provides value to the reader. Very well, done. Very well done, indeed.
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