Practical HR Tips, News & Advice. Updated Daily.
At our company, one of our core values is innovation. We believe creativity and progressive thinking are critical to our success. I happen to share the opinion of former Ford CEO Mark Fields, who said, “Without innovation, I strongly believe companies die over time.”
Everyone hopes to maintain a reputation that communicates trustworthiness, confidence and, most importantly, influence. Most want a quick fix, but no one can be more influential after one coaching or training session.
Did you hear? Earlier this summer, 150 corporate executives from some of America’s largest companies formed a new alliance called CEO Action for Diversity & Inclusion. Armed with some serious workplace goals, this initiative became—essentially overnight—the largest CEO-driven business commitment to advance diversity and inclusion in the business community.
Think about all the aspects your role entails, and then ask yourself if your direct supervisor can perform your job. What’s the answer? If you said “no,” chances are, you hate your job—at least that’s what Harvard Business Review (HBR) is implying with newly released research.
A toxic culture can disrupt business, resulting in low engagement and high turnover and ultimately damaging your company’s reputation. However, culture can be influenced, and new norms can be internalized to help companies bounce back. Even if a company is not suffering from the effects of a negative culture, creating a strong purpose and values from the beginning helps to institutionalize the right kinds of behaviors.
Yesterday’s Advisor revealed survey findings that suggested many workers in the United States don’t believe leaders have their best interests at heart. Today guest columnist Ed Chaffin, president of IMPACT Group, has tips for training executive leaders to prevent their productivity from tanking.
Hiring the right person always feels like a gamble, and oftentimes hiring managers believe that trusting their gut feelings is the way to go. But there’s a better way—using data to measure the communication styles, skills, and values of a potential hire. To illustrate how data-driven hiring trumps intuition, we present an article by guest […]
Yesterday’s Advisor presented findings from a Millennial recruiting survey from FirstJob, an organization that specializes in early career hiring. Today, the other side of the coin—maybe there is no generational difference. Not long ago, the HR Daily Advisor® ran a story called “I Y My Millennials.” In it, Editor Steve Bruce extolled the work ethic […]
In yesterday’s Advisor, experts Rob Goffee and Gareth Jones presented tips to building an authentic organization from their book Why Should Anyone Work Here? What It Takes to Create an Authentic Organization (Harvard Business Review Press, November 2015). Today, Goffee and Jones emphasize the importance of injecting extra value into the workplace.
Today we present an article by Deidre Paknad, CEO and cofounder of Workboard. Paknad has been recognized twice by the Smithsonian for innovation, has more than one dozen patents and, in today’s Training Daily Advisor, she provides advice for leaders looking to get the most out of their one-on-one meetings with employees.