1485 Posts Found

When it comes to Diversity, Equity, and Inclusion (DEI) strategies, companies tend to concentrate their energy on hiring and sharing reports about “diversity data” instead of examining the existing dynamics within their own walls. Since the former deals in numbers, and the latter involves squishier concepts like belonging, the “I” in the acronym is too often left out. And that has a real impact on … [ Read more ]

Content: Quotation | Source: First Round Review | Subjects: Diversity, Human Resources, Organizational Behavior

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Trust and transparency are the two biggest factors that impact engagement metrics, and if you don’t share survey results, you’ll erode both. You don’t have to do everything employees want, of course, but explain why you’re moving forward with some ideas and not with others. Organizations tend to do a poor job with the ‘why.’ They tell the team the ‘what,’ but not the reason behind … [ Read more ]

Content: Quotation | Author: Chris Powell | Source: Inc. Magazine | Subjects: Human Resources, Management, Motivation, Organizational Behavior

A better onboarding program can help reduce that high turnover. Here are some guiding principles, common pitfalls to avoid and four key considerations.

Content: Article | Authors: Dipak Sundaram, Niraj Patel | Source: Gallup Management Journal | Subject: Human Resources

Research shows that as people gain power, they lose the ability to judge a situation accurately, particularly with regard to how others will perceive their actions. They also lose some of their ability to empathize with people in positions of less relative power. Organizational leaders can tackle this tendency directly. While training courses for soft skills—such as providing and receiving feedback—need to become a more … [ Read more ]

Content: Quotation | Subjects: Career, Human Resources, Organizational Behavior, Personal Development, Training & Development

It’s not easy to spot those who spend all their energy looking up, so organizations need systems to root them out.

Content: Article | Author: Adam Bryant | Source: strategy+business | Subjects: Human Resources, Management, Organizational Behavior

In addition to “inherent” diversity (a mix of age, race, and gender), the strongest teams have people with “acquired” diversity, such as military experience, foreign language skills, and time spent abroad.

Content: Quotation | Author: Kate Rockwood | Source: Inc. Magazine | Subjects: Diversity, Human Resources, Organizational Behavior

Expertise is the starting point of any added value. It exists both individually and in teams, both centrally and locally. The key is to identify and then leverage it. Experts should be identified, recognized, and shared wherever they can add value. Some experts are so important that they should spend half their time answering direct requests. They should be mobile, in order to allow delivery … [ Read more ]

Content: Quotation | Authors: Charles-Etienne Bost, Eric Sauvage, Luca Olivari, Samuel Cazin | Source: Kearney | Subjects: Human Resources, Management

The most important reason not to pre-screen [job candidates] is that it removes a huge source of initial bias. Many incredibly talented candidates won’t have the education or experience recruiters are trained to look for. This not only means you lose out on great candidates, but you’re also going to be competing furiously for those few candidates that look good on paper — everyone else … [ Read more ]

Content: Quotation | Author: Jeremy Stanley | Source: First Round Review | Subjects: Hiring, Human Resources

We designed our [hiring] process to test these [quantitative] skills first, then move on to more subjective (yet still measurable) skills like problem solving and communication. Only at the end do we get to the most subjective of all — how the candidate works on a team and fits into the culture. These later stage, more subjective criteria are the most time-consuming to evaluate and … [ Read more ]

Content: Quotation | Author: Jeremy Stanley | Source: First Round Review | Subjects: Hiring, Human Resources

Investing in an always-on process will force you to treat hiring as a discipline. This will drive consistency in protocol and results, enable you to collect data about your successes and failures, and force you to manage your talent pipeline with the same care you manage your data pipelines.

Content: Quotation | Author: Jeremy Stanley | Source: First Round Review | Subjects: Hiring, Human Resources

Many employers still use these [behavioral interview] questions simply because they’ve heard them before. The standard interview is a tradition of sorts that has been passed down from one generation to another. But, as we discovered through our own missteps, it is unreliable. Behavioral questions might be useful for testing someone’s ability to relay biographical information. However, unless storytelling or some equivalent skill is a requirement of … [ Read more ]

Content: Quotation | Author: Alex Haimann | Source: Harvard Business Review | Subjects: Hiring, Human Resources

When you’re asked to help young, underrepresented talent succeed, here’s what you’ll need to know to do the job right.

Content: Article | Author: Wanda T. Wallace | Source: strategy+business | Subjects: Human Resources, Management, Organizational Behavior, Training & Development

Traditionally, time and money are invested in nurturing high performers or coaching low performers. But organizations actually get better results from improving the performance of the majority of employees—the average workers. The key is to identify the bright spots in the workforce (those “outliers” whose work exemplifies high performance), focus on what they do differently, and replicate it across the majority. We call this approach “Shifting … [ Read more ]

Content: Quotation | Author: Kristen Etheredge | Source: Kearney | Subjects: Human Resources, Management, Training & Development

Which candidate should we hire? Who should be promoted? How should we choose which people get which shifts? In the hope of making better and fairer decisions about personnel matters such as these, companies have increasingly adopted AI tools only to discover that they may have biases as well. How can we decide whether to keep human managers or go with AI? This article offers … [ Read more ]

Content: Article | Author: Peter Cappelli | Source: Harvard Business Review | Subjects: Human Resources, IT / Technology / E-Business

Retaining critical talent and ensuring the right people are in key roles are essential to a successful merger.

Content: Article | Authors: Becky Kaetzler, Jocelyn Chao, Laura Lynch, Natashya Lalani | Source: McKinsey Quarterly | Subjects: Human Resources, Mergers & Acquisitions

More must be done to reach young people of color earlier in their academic careers to help them tap into job exploration, skills building, and professional development. One of the most effective and proactive steps employers can take is to expand quality internships. Just as companies are increasingly sharing the diversity numbers of their full-time employees, they need to examine the demographics of their internship … [ Read more ]

Content: Article | Authors: Angela Jackson, Joiselle Cunningham | Source: Harvard Business Review | Subjects: Diversity, Human Resources

You always want to compensate your reps based on what they can actually control. You want to tie as much of people’s compensation as you can to things like “meetings set” or “demos given” — actual activities. When you’re at a startup, it’s hard to figure out what your quotas should be — there’s usually no precedent, so you throw a number out there, and … [ Read more ]

Content: Quotation | Author: Don Otvos | Source: First Round Review | Subjects: Compensation, Human Resources, Marketing / Sales

To get favorable results from performance evaluations, evaluators must set positive expectations, showing that they believe improvements can be made, and that the feedback itself — even negative feedback — is an opportunity to learn rather than a punitive final word. They should also be willing to assist with concrete steps toward the suggested improvements, including coaching and goal setting. Done correctly, performance feedback can … [ Read more ]

Content: Article | Author: Katherine Klein | Source: Knowledge@Wharton | Subjects: Human Resources, Management, Organizational Behavior, Training & Development

Three commitments to help companies promote diversity, equity, and inclusion — and resist the status quo.

Content: Article | Authors: John W. Rogers Jr., Stephanie J. Creary | Source: strategy+business | Subjects: Corporate Governance, Diversity, Human Resources