Flawed Feedback: The Problem with Peer Reviews

People leverage 360-degree feedback systems and peer evaluations for personal gain.

Liz Fosslien, Mollie West Duffy

Many think of burnout as if it’s solely related to how much we work — and that if we take time off, we’ll soon bounce back, born anew. But a vacation will not cure burnout. Burnout isn’t only about the hours you’re putting in. It’s also a function of the stories you tell yourself and how you approach what you do — in the office … [ Read more ]

Tera Allas, Brooke Weddle

McKinsey research suggests that society is a key source of meaning for employees, along with company, customer, team, and individual. Together, they make up a collective, integrated whole that leaders can address.

Natalia Karelaia

Organizations should naturally ensure that their culture emphasizes both diversity and inclusiveness so that all its members feel included and valued for who they are. This satisfies the needs for both distinctiveness and belonging, ultimately benefiting organizations through novel ideas. And the considerations of fairness and attention to employees’ engagement and well-being as they relate to authentic self-expression must be acknowledged.

Money Isn’t Everything: The Dos and Don’ts of Motivating Employees

Dangling bonuses to checked-out employees might only be a Band-Aid solution. Brian Hall shares four research-based incentive strategies—and three perils to avoid—for leaders trying to engage the post-pandemic workforce.

Cristina Cordova

When adding a new team or role, take the time to clarify a few things: What a role is, what it’s meant to serve, how existing people have been making up for the lack of that role, and how their lives are going to be changed by new people coming in — in positive and potentially negative ways.

Motivation Up, Attrition Down: Employee Engagement

Wharton’s Matthew Bidwell shares tips on how to elevate employee engagement and maximize the talent of your workforce.

Sally Helgesen

Overconfidence should actually be viewed as a warning sign that someone will turn out to be a poor leader — immune to feedback, resistant to change, and unlikely to consult others when making key decisions.

Boston Consulting Group (BCG)

To close the gender gap, companies need to know how big it is and what is causing it. Monitoring the pay gap offers a good baseline measure, but it is not enough. Companies can succeed only if they approach diversity as they would any other business priority. Specifically, they need to establish clear metrics on recruitment, retention, advancement, and representation—as well as equal pay.

Harrison Monarth

It’s not enough to make sure the right people are on the bus and in the right seat on the bus, as Jim Collins enlightened us in his book Good to Great. Great leaders understand that even the best players on their team need coaching and inspiration.

Creating the office of the future

In a remodeled world, it is vital for companies to reinvent ways of working.

Shane Parrish

No incentive system turns mediocre into extraordinary.

Hire Better Managers: 35 Interview Questions for Assessing a Candidate

Spotting folks who can become high-impact leaders at your company is exceptionally challenging in an interview setting. While you can probe IC skills with a coding test or other function-specific take-home projects, unraveling all the nuances that go into managing people can be incredibly tricky — especially with just a narrow sliver of time with each candidate.

So when sitting down with management candidates, interviewers tend … [ Read more ]

40 Ideas to Shake Up Your Hiring Process

Many companies today are struggling to hire and retain talent, but more often than not the problem is self-inflicted: They’re simply not using a broad enough array of tools, sometimes because they don’t even know the tools exist. In this article, the authors list 40 tools — some familiar but underutilized, others unfamiliar and innovative — that can help companies find and keep the people … [ Read more ]

Jon Katzenbach, Carolyn Black

Many leaders are overlooking the people most critical to their organization’s success. Many organizations do now consider EQ, particularly in hiring. But they inadvertently filter against it. Self-awareness (candor) is often seen as highlighting weakness, self-regulation (restraint) is often seen as lack of passion, and empathy (awareness of others’ feelings) is often seen as an inability to make hard decisions. Promotions are most often based … [ Read more ]

Jon Katzenbach, Carolyn Black

According to [Frederick] Herzberg, the key to motivating workers is enriching their jobs by giving them enough responsibility, control, and data to facilitate growth and “play,” or experimentation. Today’s leaders and managers should ask themselves: Do employees have a view of and control over their work, from inputs to impact? Can they take on new but surmountable challenges? Is there room for them to make … [ Read more ]

Dharmesh Shah

For folks looking to get started [creating a culture code] [begin] with this prompt: Who are the kinds of people that we think we want to work with? These can’t be platitudes that everyone would say yes to. Like, we want to hire smart people. Intelligence can’t be a core cultural value because no one would say they want to hire stupid people. You have … [ Read more ]

The new HR: powered by big data and analytics

It is increasingly evident that analytics-informed decisions can solve challenges that HR traditionally faces across the employee life cycle in the organization, from recruitment to retirement. Let’s look at some of these challenges.