1486 Posts Found

Every new staffer’s desk should look like you were waiting for them to get there with bated breath and you’re so glad they’re there now.

Content: Quotation | Author: Pete Kazanjy | Source: First Round Review | Subject: Human Resources

On-site interviews are notoriously time intensive for your whole team. Guard your team’s time against wild goose chases by doing the heavy lifting yourself during the screening process. A candidate shouldn’t be coming on site unless you’re already pretty damn sure they’re a hire. Otherwise, you’re pissing away your people’s time.

Content: Quotation | Author: Pete Kazanjy | Source: First Round Review | Subject: Human Resources

Good HR means three things: a clear management structure, a way for people to talk about workplace issues and concerns, and pathways for people to evolve in their careers. An important component of creating pathways is performance feedback. It can be light, but it should happen frequently. It helps a lot when people can regularly hear how they are doing–good or bad. It should also … [ Read more ]

Content: Quotation | Author: Sam Altman | Subjects: Human Resources, Management

Four factors lie at the heart of good, practical leadership development: making it experiential; influencing participants’ “being,” not just their “doing”; placing it into its wider, systemic context; and enrolling faculty who act less as experts and more as Sherpas.

Content: Article | Author: Deborah Rowland | Source: Harvard Business Review | Subjects: Leadership, Training & Development

References can be a rich source of information to use to identify originals, but one of my big frustrations with references is that they’re always glowing. Nobody ever gets a negative review. You have to put references in a position where they have no choice but to be candid with you. The easiest way to do that is to give them forced choices of two … [ Read more ]

Content: Quotation | Author: Adam Grant | Source: First Round Review | Subject: Human Resources

A resilient culture has a certain amount of resistance embedded in it. Not too much to capsize it, but enough so that it doesn’t atrophy. What happens when startups get successful and grow is that they become more and more vulnerable to the attraction-selection-attrition cycle, where people of the same stripes are increasingly drawn to the organization, chosen by it and retained at it. The … [ Read more ]

Content: Quotation | Author: Adam Grant | Source: First Round Review | Subjects: Culture, Entrepreneurship, Human Resources, Organizational Behavior

Managing your star performers should be no sweat, right? After all, they’re delivering results and exceeding targets. But don’t think you can just get out of their way and let them excel. They require just as much attention as everyone else. How do you manage someone who is knocking it out of the park? How do you keep stars excited about their work? And what … [ Read more ]

Content: Article | Author: Rebecca Knight | Source: Harvard Business Review | Subjects: Human Resources, Management, Organizational Behavior

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).

Content: Article | Author: Wade Burgess | Source: Harvard Business Review | Subjects: Human Resources, Management, Organizational Behavior

General Electric used to force out the bottom 10% because they believed it was the A-player, B-player, C-player model. If your company’s doing that, you might want to actually look to see whether it’s true that your bottom 10% this year are the same as your bottom 10% next year. The problem is, if you keep firing your bottom 10%, you’re never going to know … [ Read more ]

Content: Quotation | Author: Peter Cappelli | Source: Knowledge@Wharton | Subjects: Human Resources, Management, Organizational Behavior

Do people who perform well always perform well? And people who perform poorly, do they always perform poorly? The reason this matters is because there is a very prominent theory in the practice of management — something that Jack Welch made famous — about the A-player, B-player, C-player model. The folks at McKinsey & Co. were making a similar case that there are really good … [ Read more ]

Author: Peter Cappelli | Source: Knowledge@Wharton | Subjects: Human Resources, Management, Organizational Behavior

The thing about performance appraisals is they are ubiquitous. There’s probably nothing in the field of management that is more common. And there’s also almost no practice in the world of business that people hate more. The evidence on this is pretty overwhelming. It’s also surprising how little we actually know about it. […] One of the things that we know from this is one … [ Read more ]

Content: Quotation | Author: Peter Cappelli | Source: Knowledge@Wharton | Subjects: Human Resources, Management

My favorite question, the Kickstart Question, is “What’s on your mind?” It works so well because it’s both open (it’s your choice, what should we talk about?) but it’s also got focus built right in (let’s talk about something important, something that’s worrying you or exciting you or consuming you.) It takes you quickly into a conversation that matters, rather than meandering through small talk … [ Read more ]

Content: Quotation | Author: Michael Bungay Stanier | Source: ChangeThis | Subjects: Coaching, Management

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 ]

Content: Article | Author: Michelle Weise | Source: Harvard Business Review | Subject: Human Resources

Teams that fall in love with a problem have more successful outcomes than teams that fall in love with particular solutions. This is because knowing that a problem is worth solving continues to be motivating even when a team doesn’t come across the right solution on the first, second, or Nth try.

Content: Quotation | Author: Julie Zhuo | Source: Medium | Subjects: Challenge, Motivation, Organizational Behavior, Problems / Solutions, Teamwork

The good business question is, “How are our [revenues, margins, market share, expenses] compared to our potential?” Are there behavioral considerations at the workforce or leadership level that are prohibiting us from achieving that potential?

Content: Quotation | Author: Carol E. M. Anderson | Source: ChangeThis | Subjects: Human Resources, Leadership, Management, Organizational Behavior

Remembering that HR programs are simply message points helping leaders and the workforce do their best work, HR has to make sure those points are linked closely together, align to the business objectives, and do not frustrate the heck out of customers.

Content: Quotation | Author: Carol E. M. Anderson | Source: ChangeThis | Subject: Human Resources

When operational leaders resist “HR programs,” HR needs to take that as a sign that either the operational leader has not yet made the link between what she is asked to do and improving performance, or the program does not do what it is purported to do. Either way, HR is not delivering service to their customers.

Content: Quotation | Author: Carol E. M. Anderson | Source: ChangeThis | Subject: Human Resources

If operational leaders were leading effectively there probably wouldn’t be a need for all of the regulations and rules that choke most organizations today, ergo the HR programs. After all, HR programs are merely a framework showing the way to effective leadership. If those programs are not doing that, it is the C-Suite who must demand something different, measure the effectiveness and work in collaboration … [ Read more ]

Content: Quotation | Author: Carol E. M. Anderson | Source: ChangeThis | Subject: Human Resources

Content: Quotation | Author: Carol E. M. Anderson | Source: ChangeThis | Subject: Human Resources

We don’t know much about what works and what doesn’t when it comes to reference checks. That’s because there’s very little research that’s been conducted on the practice. So how can we gain insight into what reference checks actually do? The company I work for, SkillSurvey, is in the business of facilitating checks online. To date, we have reference feedback on approximately 3.2 million job … [ Read more ]

Content: Article | Author: Cynthia A. Hedricks | Source: Harvard Business Review | Subject: Human Resources