Sweet Reason with a dose of Common Sense
HAVE YOU EVER heard a manager ever say that they DON’T have an open door policy? I haven’t, and I would guess nobody else has either. That’s because it’s one of those platitudes that leaders fall back on because they know that saying you’re always accessible is a lot different than actually BEING accessible. In
I CAN’T TELL YOU how many times I longed for hybrid work. It wasn’t called that back when I first asked my boss about it in 2000, or again in 2007-2008, or even as recently as 2016. It wasn’t called hybrid, or remote, or anything back then, but it didn’t matter because I worked for
THANK GOD FOR GALLUP, because if it weren’t for them, I doubt that anyone would be focusing very much on employee engagement these days. Just last week, Gallup came out with their latest installment of “How low can engagement go?” with this headline — U.S. Engagement Hits 11-Year Low. The subhed on the story told
YOU DON’T HEAR all that much about employee engagement anymore. It’s still an important metric for organizations to get a fix on the state of their workforce, but after years of debate and lots of money spent on how to improve engagement, it seems to be another thing that slipped away after the pandemic-driven lockdown.
LEAVE IT TO GALLUP to point out an obvious workforce fact that most people don’t talk about — “58% of American workers work fully on-site and can’t do their jobs remotely.” Consider this the next battle in the war over remote employees returning to the office. Gallup notes that this gets lost in the ongoing
FIRST, AN APOLOGY: I’ve been writing a lot about recruiting and hiring recently. I’m really sorry for that. My intent was NOT to make this a talent management blog, and that’s easy for me since I worked and wrote about it for so damn long at so many places. But, I still see many things
I CAN’T TELL YOU HOW OFTEN I’ve heard that “people don’t leave because of pay, they leave because of their boss.” Now, as we continue to slowly recover from the pandemic and lockdown, we’re finding out that people leave jobs and take new ones for all sorts of reasons. But what seems to be most important to people today is what has ALWAYS been most important
IT’S A TOPIC that only comes around every few years, but it comes down to this: What are your workplace policies for allowing employees to vote? A recent survey uncovered a new wrinkle about this issue that I had never thought about. It’s this: A company’s voting policies can also have a huge impact on the
DESPITE THE FOCUS on improving how we recruit and hire new employees, we also know that we should spend as much, if not more, time on how we can better retain the people who are already on our staff. That’s a great thought, but there’s something to consider: No matter how good a job we do
I’VE HIRED A LOT of people over the years, more than I can count, but the one constant in all that hiring is a simple question: Are we taking too long to hire? Yes, I’ve been accused of that before, especially when I was recruiting journalists for a newspaper in Hawaii, a place that people suddenly
