We tend to believe that we are seeing everything in its complete form, however, it’s not possible for us to see the world as it is. Instead, we see the world through the lens of our experiences, biases and various identity factors. As a result, the assumptions we hold shape the decisions that we make, but these decisions may be creating unequal outcomes for our employees.
Talent Pulse is now in its fourth year, and we’ve worked diligently to provide our HCI learners with a solid foundation of data and insights on which to craft prescriptive solutions to your most pressing talent problems.
Coaching is a powerful tool organizations may leverage to create the capacity for appreciative and supportive interaction that directly leads to the achievement of business results. Is coaching a way to achieve strategic objectives in the workplace, a trend, or a sustainable business strategy?
Over the past year, we saw a wave of organizations adopt the practice of “continuous listening” by more frequently surveying their employees. While this represents a great step forward in the way organizations seek to engage, motivate, and retain their people, it won’t be enough to continue to engage the workforce in 2017. Organizations will need to master the art and science of analyzing and presenting employee feedback—going beyond just frequent surveys and focusing instead on action, in order to sustainably improve people success this upcoming year.
I always saw complexity as my nemesis throughout my career. Whether in product, strategy, or operations, complexity always found a way to creep in and undermine strategies we put in place. Our devised strategy just didn't matter unless we could breach through the high wall of complexity the organization had built over the years.
Just like rookie baseball players are gearing up for spring training, the new players on organizational teams, in particular, new front-line leaders, are also entering the big leagues. Perhaps, the support felt by both squads of recruits is quite meager.
Source of Hire is an important measure for organizations to understand how the attraction methods they use ultimately convert candidates into applicants and most importantly hires. It gives value to the sources that don’t just provide quantity in terms of applications, but quality in terms of your future employees.
It’s expensive to attract, train, and replace employees: the Bureau of National Affairs estimates that turnover costs U.S. businesses over $11 billion annually. The non-profit workplace improvement organization Catalyst estimates it costs between 50–60% of an employee’s annual salary to replace them, with total costs* as high as 150–200%, depending on their position in the company — and it will take an average of 52 days to do it.
From fake news and social media feeds, to the financial markets, and now hiring, the impact of algorithms is being talked about a lot lately. A recent column published by the Harvard Business Review, “Hiring Algorithms are Not Neutral”, highlighted some concerns. The article states that 72% of resumes are weeded out before a human ever sees them. My most recent column in U.S. News & World Report “3 Ways to Make Sure a Machine Doesn’t Judge Your Job Search” focuses on the impact that hiring algorithms can have on job seekers, and this blog post highlights why employers must also be diligent in looking at the solutions they may be using.
What is it about games that captivate us? Instant feedback, motivation, and keeping the payers engaged are just a few of the many gratifications games can provide.
In great leaders, managing conflict begins as a preferred competency and quickly becomes an absolute necessity. As the pace of change continues to increase, diversity and inclusion strategies abound, and world politics affect business and policy, conflict too will grow. Professionals that can effectively navigate this inevitable tension and controversy will set themselves apart.
It is well within your reach to achieve profitable growth, engaged employees and properly developed leadership in addition to more within your organization. It all starts with the right investment. An investment in your team. Let’s look at three tips that can help make your business wishes come true.
Candidates act more and more like consumers in their search – and research – for a career, which means there are more and more touchpoints that influence their decision of where to apply and where to accept an offer. If you don’t understand source of influence, you can’t understand the candidate journey!
Since joining Visier, I’ve been thinking a lot about the value of workforce analytics. I came to this organization because in my prior life as a researcher, my core focus was HR technology adoption and the value organizations derive from it. In fact, a consistent finding from the annual Sierra-Cedar HR Systems Survey (which I managed for 16 years) was that “organizations with workforce analytics outperform.”
Increasing diversity and inclusion in the workplace takes true commitment from the entire team to get it right – top to bottom, and everywhere it between.
Succession planning is a focused program of keeping talent in the pipeline for the evolving roles that matter most to companies for the future. With thoughtful dialogue and participation, succession planning can be one of the most effective tools for leadership development and business growth. When handled poorly, it can be a waste of time and other precious organizational resources.
A great leader possesses these seven core competencies. Does the president's background in business afford him these skills?
Increasingly, the product being exchanged across borders is data and information. Unlike physical goods, the trade of information requires a level of human interpretation to translate, analyze, and apply the data.
In the year-end scramble to pass the GOP Tax Cuts and Jobs Act, one of the more contentious negotiating points involved provisions for pass-through entities such as sole proprietorships, partnerships, and S-Corps. When the dust settled, the final version created powerful incentives for workers to capitalize on tax savings and jump headfirst into the gig economy.
Creating and implementing newer, faster, more accurate and cheaper products and services requires coexistence between those who protect existing products and services and those who create the new and different.