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What Are the Pitfalls of Job Rotation Programs?

October 15, 2013
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What are some "caution items" before we launch into job rotation? We aren't sure whether it should start at our home office or across departments, and also aren't sure what percentage of our employees should be rotated.

Cautious but Curious, manufacturing/production, Bangkok, Thailand


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Team Coaching for Highly Motivated Employees

October 15, 2013
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Our employees often work in teams, executing projects or drumming up innovation. How valuable is it for us to implement coaching for these folks who are already highly motivated? We were considering some type of "team coaching," although we don't really know if such an animal exists.

—Pleased with Our Employees, but not Complacent, engineering/architectural, Washington, D.C.


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Stoking Performance Management Leadership

October 15, 2013
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We are currently engaged in the process of training all of our managers in the principles of exemplary leadership. To support this effort, we want to move away from a "control and compliance" approach to performance management. How do we redesign our tools to promote employee ownership, accountability, and commitment through a set of shared values and goals?

Culture Warrior, senior vice president human resources, financial/insurance/real estate, Sarasota, Florida


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The (In)effectiveness of Criticism as a Motivator

October 2, 2013
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We have a manager who feels that “motivation” should be in the form of criticism – to encourage the employee to “work harder.”  If indeed this is his style, what is the best approach to giving constructive criticism to employees as a motivator? 

—Providing Constructive Feedback


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A Smarter Way to Measure Turnover

October 2, 2013
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Do you know if there is any kind of normal attrition or resignation numbers for industries or size of companies? What is considered normal?

—Not Sure When to Worry, automotive, Auburn Hills, Michigan


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Big Data Explained

October 2, 2013
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What is big data and why should HR care about it?

—Puzzled Practitioner


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Factors That Impact Productivity

September 16, 2013
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Is there any logical grouping or hierarchical order of the factors that affect talent management? For example: imprecise career paths, engagement, skills development, subjective performance assessments.... Are there rules about which ones are foundational and which ones get built on the foundation?

—We Need a Solid Foundation, training and development program leader, telecommunications, Montreal


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Increasing Engagement Programs

September 16, 2013
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Engagement is not a priority for our organization. What can be done to increase the buy-in of senior leaders on the need for engagement programs?

—We Care: Execs Not So Much, talent coordinator, science and education, Denver, Colorado


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Initiating a Change Initiative

September 16, 2013
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Before we begin our change initiative, I've been asked to do some research on "change mistakes." (I figure not doing research probably is first on the list). What are the most common mistakes we need to avoid – before and after the change management takes place?

—Blowin' in the Wind, project coordinator, consulting/legal, Jakarta


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Making the Right External Hire

September 4, 2013
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We have a dilemma. We have some positions for which we can’t internally promote our existing employees, since they lack the requisite skills (leading teams, innovating, etc.). We considered promoting some folks anyway, but decided against it. That means we now are in the process of recruiting external candidates. Here’s the question: How could we reasonably know that a person externally hired will be better (and stay longer) than someone we promote from within and train? 

—A Worried Executive, services, Amherst, Massachusetts


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