A bad hiring decision can cost a company more than 1.5 times the mis-hire's salary, depending on the level of the role. With the right assessment, businesses can avoid this cost. Read More
We know what we want to say, we know what we want it to mean, but we communicate in a way that means one thing to us but it's heard differently by the recipient. It all may be perfectly innocent but it can still cause friction and misunderstandings.Read More
Senior director, Integra Business Processing Solutions Inc., Manila, PhilippinesRead More
How can I encourage or motivate my staff to pay attention to detail—without it sounding like a threat, order or demand? Or alternatively, is that the best way to quickly establish control in this matter?
—They Misunderstand Me, manager, health care, location undisclosedRead More
My organization has a very strong “work hard” culture, but over the past year or so it feels like we've completely forgotten how to have fun. How can we recapture the magic?
How has the recession affected the types of benefits organizations use to keep their top performers?
What kinds of benefits are organizations finding to be most effective at boosting retention and employee engagement, especially during the recession?Read More
Most material I've read says that supervisors should say thanks for a job well done. What happens when the efforts of an employee are not good? I don't to want to say, "Good job, but …" and list the all the areas that need improvement. What could I do to start the performance conversation (constructively)?
We want to compensate and recognize engineers who work long hours and shift work due to the commissioning and start-up of new plants. We don’t pay overtime at their level, so we want to devise a formal measure of recognition. What kind of recognition scheme is appropriate or is used most often in such cases? And how do we go about developing it?
What is the No. 1 HR metric we should be reporting to our CEO?
—The Most Important Thing, product manager, software/services, Quebec
One of the chief "head-scratchers" for me is developing a worthwhile employee incentive program. I believe in them and know they are important, but because each employee is motivated by different things, it is difficult to come up with one that satisfies all. Which is more motivating: group or individual incentives? And what is good starting place for each? Thanks.