Increasingly, I’m seeing companies listing job openings for business partners in both the HR and IT areas. While there are advantages to bringing fresh talent to any organization, in this particular role, it is far better to develop your own candidates. Here are the reasons: [list style=”tick”] Consistency. — HR business partners need strong consulting and…
Recently, a senior talent leader and I were discussing how certain employees are asked by leaders to join teams based on the employee’s reputation from past work. Unlike some other employees, these employees are always in demand for the contributions they make. We described this quality as magnetism. I’ve had similar discussions with other talent professionals over…
Existing practices for managing, evaluating and rewarding employees are coming under attack, and for good reason. For the most part, they do not work. Just yesterday, I wrote a blog piece, Team-Based Performance Management, urging that team performance replace individual performance as the leading barometer of achievement and discussed how such an approach could work.…
Lately, it’s become fashionable for leaders to talk about healthy turnover. I hear things like “we’re not losing our best people, just those who aren’t really engaged.” As I listen to these conversations, it sounds like healthy rationalization — a way to avoid feeling bad about the consequences of a disengaged workforce. These statements could…
The press is having a field day celebrating the demise of a GE-type forced performance distribution program by Microsoft, Here’s To The Death Of Microsoft’s Rank-And-Yank, as well as several other companies. Under the program, the forced ranking of employees by performance ratings was accompanied by a mandate to reward the highest performers and terminate…
In so many facets of life, we take things for granted once we get used to them. People are no exception. We get very excited about new relationships whether social, customer (see, for example, When a Company Is No Longer That into You) or recent hires. But, once they lose their honeymoon halo, we tend…
There is a huge gap between talent practices at large companies and those in the middle market. Large companies have gone through major transformation over the last 15 years, moving from manually based personnel processes to web enabled employee and manager self service. This change has allowed these companies to focus their HR teams on…
Don’t get too comfortable with a paradigm. It’s guaranteed to change. For years it looked like Human Resources was an exception. As consulting firms were reorganizing to go to market by industry, their HR practitioners were pushing back hard, claiming that they were in an area where industry did not matter. From their perspective, shared…
It is increasingly being recognized that the key to talent management, innovation and business performance is a strong manager cadre http://www.forbes.com/sites/sebastianbailey/2013/08/15/look-after-the-suits-they-drive-competitive-advantage-more-than-strategy-or-innovators/. Here’s my list of the things managers need to do well to effectively engage employees and drive stronger business results: Be Accessible — Employees have no time for a manger who has no time…
I’ll bet you can name the first two great lies without any effort. The third one remains unnamed because nobody is willing to admit to it. Well, here we go: American Business is Great at Managing Talent!!! Yes, that’s the biggest lie possible. I’d sooner believe that then check is in the mail or you…