A poorly designed job can work against even the most dedicated employee, setting the person up to fail. Robert Simons explains how to gauge whether an employee’s position offers the right mix of organizational support and responsibility.
Startups and established pollsters alike are working to bring the employee-engagement survey into the age of smartphones and big data.
Right now, Silicon Valley companies and other start-ups are leading the way when it comes to delivering consumerized employee experiences and cultural agility. But such an approach to HR is actually available to any company, regardless of size or industry. There are HR models and blueprints available to your company that can help you attract, develop and retain top talent more effectively and consistently.
Equally … [ Read more ]
Some incentive schemes encourage hard work—others reward those who game the system.
A high-potential employee is usually in the top 5% of employees in an organization. These people are thought to be the organization’s most capable, most motivated, and most likely to ascend to positions of responsibility and power. To help these employees prepare for leadership roles in a thoughtful, efficient manner, companies often institute formal high-potential (HIPO) programs. And yet, according to our data, more than … [ Read more ]
The holy grail of today’s workplace is high employee engagement. Many companies are investing heavily to identify what leads to high engagement in order to motivate employees, thereby increasing their happiness and productivity.We think this is important. But based on our research with several large companies, we want to offer a word of caution: senior leadership needs to invest more into creating a culture of … [ Read more ]
Companies have perfected collecting data on consumers to boost sales and customer loyalty. But to date, they have had little insight into how employees interact with each other and what makes them happy or successful at work. A new generation of emerging technologies promises to change that. Boosting EQ as well as IQ. Resulting in a much more engaged, more productive workplace.
Ten person startups (or smaller) often have a lot of generalists. Everyone does a little of everything, which is what can make startups exciting. When you grow past 10 people to 15 or 20, that structure starts to break down. All of a sudden the generalists in slash positions will move from two part-time jobs to two full-time jobs and will stop being effective. The … [ Read more ]
Although diversity and inclusion training is prevalent in corporate America, its impact is inconsistent. According to the evidence, sometimes the programs even have the opposite effect of what they intend. One 2016 study of 830 mandatory diversity training programs found that they often triggered a strong backlash against the ideas they promoted. “Trainers tell us that people often respond to compulsory courses with anger and … [ Read more ]
Managers should equip their people to achieve clarity in their careers, says Candor, Inc. co-founder and COO and former military leader Russ Laraway. He believes that managers can grow and retain top talent by helping their employees articulate long-term vision for their careers. Drawing from his talk at First Round’s CEO Summit and additional conversations, Laraway lays out a step-by-step approach for creating meaningful dialogue … [ Read more ]
When it comes to workplace events that produce resentment and anxiety, few score higher than the big annual performance review. Calls to end this time-consuming and often unproductive practice have gone unheeded — until now.
Is higher EQ always beneficial? Although the downside of higher EQ remains largely unexplored, there are many reasons for being cautious about a one-size-fits-all or higher-is-always-better take on EQ. Most things are better in moderation, and there is a downside to every human trait.
You want to hire women. And women want to be hired. So what’s the problem? You need to change your game plan and make your rules more flexible. Here’s how to get started.
As the talent ecosystem evolves to offer more options, talent systems have not kept pace. Typical systems are fragmented between disciplines like HR (which focuses on the internal, “permanent” workforce) and Procurement (which focuses on the external, “contingent” workforce), each with different and competing goals. That leaves most organizations lacking a clear total workforce perspective and no integrated strategy to engage workers at the right … [ Read more ]
Despite the fact that most organizations know that their long term advantage resides in their people, most companies don’t think critically about how to increase employee retention.
In this post, I’ll argue that the core reason people don’t think about employee retention seriously enough is because they don’t know how to measure the impact. I’ll then share some frameworks for how you might associate dollar values … [ Read more ]
In the beginning stages of hiring key talent for an early stage company, an engaged founder may spend anywhere from 40-50% of his or her time recruiting key hires. Having a clear philosophy around compensation and rewards is essential to do this effectively. Additionally, you can benefit from access to up-to-date compensation tools and resources to help hire and retain the best talent.
Homebrew has put … [ Read more ]
At the core of the hiring criteria for our venture capital firm, and what we see at top tech companies, is of course things like (a) acumen and talent, (b) relevant experience, (c) culture fit and often (d) domain expertise. But if you’re a rapidly growing (or hope to be) tech company or VC firm, there’s a missing element in that list. A lot of … [ Read more ]
Iris Bohnet’s new book, What Works: Gender Equality by Design, discusses how organizations can leverage findings from behavioral science research to fight gender bias in the workplace—starting with job listings.
Are companies overlooking the skilled people in their own workforce? Perhaps. We see three common scenarios that can cause employers to recruit outside their ranks for talented people (albeit at their own risk).
How can companies get a better idea of which skills employees and job candidates have? While university degrees and grades have done that job for a long time, they’ve done it imperfectly. In today’s rapidly evolving knowledge economy, badges, nanodegrees, and certificates have aimed to bridge the gap – but also leave a lot to be desired. While HR departments are eager for better “people … [ Read more ]