I’ve noticed that over the past three days that not only are readers rediscovering older stories, they’re leaving comments and sending them out via social media.
Yesterday, the anonymous 'so-and-so' example came to life here in Chicago.
Companies talk a good game about employee loyalty, but according to a recent survey, many organizations really aren’t paying much attention to it.
How do we curb a rude micromanager? This particular supervisor treats both customers and employees with little respect. The problem is exacerbated by a district manager who refuses to document the infractions, and an assistant manager at the same location who is nearly as big a problem. The result is long-term employees giving notice, not to mention difficulty recruiting new people. Is it too late to intervene and redeem these leaders? Or should we start cleaning house?
—Talent Turmoil, retail trade, Richmond, Virginia
Many organizations are giving special consideration to the role that our unconscious thought processes, or biases, have on workplace decisions.
Let me contradict these naysayers and summarize in a single word why Apple will build a vehicle, successfully compete in an industry totally foreign to it and quite possibly crush every competitor in the auto industry: Talent.
Just because someone is a contractor or temporary employee doesn’t mean an organizations can ignore the kind of experience the worker has working there.