1486 Posts Found

When you are doing new things in the organization, bonuses are terrible. Bonuses assume that you know where you are going.

Content: Quotation | Source: strategy+business | Subjects: Compensation, Motivation

Let’s begin with what you already know, at least intuitively: Employee engagement is good for your company.

Now let’s turn to what you may not know about employee engagement: everything else.

Content: Article | Author: Richard H. Axelrod | Source: The Conference Board Review | Subjects: Human Resources, Management, Organizational Behavior

Experts say stock options are lousy incentive mechanisms for motivating rank-and-file employees to work hard. Why then do large companies continue to use stock options as incentives when they have no direct incentive effects? Paul Oyer, an assistant professor of economics who has studied stock options extensively and specializes in a growing area of HR management known as personnel economics, has tackled this question in … [ Read more ]

Content: Article | Author: Paul Oyer | Source: Stanford University | Subjects: Human Resources, Organizational Behavior

In this issue of the American Management Association’s MWorld’s Leader’s Edge Scott D. Anthony provides pointers for executives seeking to identify the hidden innovators within their companies and tips for how to develop the next generation of innovation talent.

Content: Article | Author: Scott D. Anthony | Sources: American Management Association (AMA), Innosight | Subjects: Human Resources, Innovation, Management, Organizational Behavior

Everyone wants to hire stars. But stars are very particular about the opportunities they take. After all, if you can be choosy, you should be.

So the question is, how do you get star performers if you aren’t hiring for a dream job? The answer is, you go for the people who don’t yet know they are stars. So, here are five ways to identify star … [ Read more ]

Content: Article | Author: Penelope Trunk | Source: OPEN Forum (American Express) | Subject: Human Resources

Adults learn in predictable steps. Before employees can master a new skill effectively, for example, they must be convinced it will help improve their organization’s performance, recognize that their own performance is weak in that area, and then actually choose to learn. Yet most corporate training programs overlook these prerequisites and just assume that employees “get it.” This approach is a big mistake because it … [ Read more ]

Content: Quotation | Authors: Aaron De Smet, Elizabeth Schwartz, Monica McGurk | Source: McKinsey Quarterly | Subject: Training & Development

To improve results from training programs, executives must focus on what happens in the workplace before and after employees go to class.

Content: Article | Authors: Aaron De Smet, Elizabeth Schwartz, Monica McGurk | Source: McKinsey Quarterly | Subjects: Human Resources, Management

The main reason training fails is because it isn’t training that is needed. If you want improvement, it is easy to assume the first thing your employee needs is more training but in most cases, you would be wrong. And when you are wrong, the training you provide will likely be a complete waste. Even when you are right, there are myriad reasons why training … [ Read more ]

Content: Article | Author: Ann Latham | Source: Uncommon Clarity | Subjects: Human Resources, Management, Organizational Behavior

High-performing companies align people management practices to the corporate culture (“cultural fit”) and to the business strategy and long-term objectives of the organization (“strategic fit”). This tight coupling of internal practices, culture and strategy remains unique for each organization and is difficult for competitors to imitate. While rivals can poach a few employees or can try to mimic some strategic moves, rarely will they be … [ Read more ]

Content: Quotation | Source: Deloitte Review | Subjects: Human Resources, Organizational Behavior

Research shows that many more employees would opt for flexible work models if the offerings better met their needs and if they saw visible success stories. For employers, the rewards can be huge: increased employee satisfaction, loyalty and retention. This Bain study investigates how to get this virtuous flywheel going.

Content: Article | Authors: Julie Coffman, Russ Hagey | Source: Bain & Company | Subjects: Human Resources, Management, Organizational Behavior

Originally devised to analyze the individual needs of a company’s most-profitable customers, Net Promoter® Score (NPS®) is equally powerful in understanding the work-life requirements of a company’s employees. As opposed to standard “satisfaction inquiries,” NPS reveals people’s willingness to stake their personal reputation on the product, service or organization in question.

Here’s how NPS works: Participants rate the “would recommend” question on a zero-to- 10 … [ Read more ]

Content: Quotation | Authors: Julie Coffman, Russ Hagey | Source: Bain & Company | Subjects: Human Resources, Management, Organizational Behavior

Richard S. Wellins, Paul Bernthal, and Mark Phelps of Development Dimensions International wrote in a 2005 article, “for the past two decades we have been trying to realize the benefits of empowerment, teamwork, recognition, people development, performance management, and new leadership styles.“

If you want to know why efforts to engage the workforce have failed so dismally, look again at that list. It contains not a … [ Read more ]

Content: Quotation | Author: James Krohe Jr. | Source: The Conference Board Review | Subjects: Motivation, Work

The bad decisions we make about who we promote to management come back to haunt us again and again.

Content: Quotation | Author: Tony Rutigliano | Source: Gallup Management Journal | Subjects: Human Resources, Management

Tough times don’t mean that you should just forget about rewarding your employees. There are many ways that you can reward employees without handing them money, and many of these are things you can do right now, with very little effort. Here are a whopping 51 things you can give your employees that don’t include cutting them a check

Content: Article | Author: Mike Michalowicz | Source: OPEN Forum (American Express) | Subjects: Human Resources, Management

Startups. We know the mantra: Team matters. Is this philosophy exaggerated? Overrated? Cliché? No. Team is the only thing that matters. So how exactly do you assemble such a team?

Content: Article | Author: Mark Suster | Source: TechCrunch | Subjects: Entrepreneurship, Human Resources

In the market to hire someone? If you are like most others in business, you place a high priority on the amount of experience that an applicant has. Everyone looking for their next hire seems to look for the “best” employee, as defined by the applicant’s experience. Obviously, someone with 10 years of experience is better than someone with two years, right? Not so quick. … [ Read more ]

Content: Article | Author: Mike Michalowicz | Source: OPEN Forum (American Express) | Subject: Human Resources

Development of a transparent employment process that results in not only the best person for the position being appointed but also keeps that person by making the company accountable for all promises and, or perceptions made or implied during the process.

Content: Article | Author: Andre Basel | Source: Management Innovation eXchange (MIX) | Subjects: Human Resources, Management

Hiring and training new employees is not only time-consuming, it’s also costly. That’s why, when you bring someone aboard, you should be doing all you can to make it a great start. First impressions go a long way, and if you can get that new hire off to a great start, you will have a much greater chance of having them stick around. Here are … [ Read more ]

Content: Article | Author: Mike Michalowicz | Source: OPEN Forum (American Express) | Subject: Human Resources

A decade of research on high and low performance teams by psychologist and business consultant Marcial Losada shows just how important it is. Based on Losada’s extensive mathematical modeling, 2.9013 is the ratio of positive to negative interactions necessary to make a corporate team successful. This means that it takes about three positive comments, experiences, or expressions to fend off the languishing effects of one … [ Read more ]

Content: Quotation | Author: Shawn Achor | Source: ChangeThis | Subjects: Management, Motivation, Organizational Behavior

Why are some companies able, or not able, to retain top talent? Knowing the answer is critical because high performance requires a knack for attracting, developing and keeping great people. Accenture discusses how top companies consistently recognize, nurture and hold on to the best of the best.

Content: Article | Authors: David Smith, Paul F. Nunes, Tim Breene | Source: Outlook Journal (Accenture) | Subjects: Human Resources, Organizational Behavior