A health promotion consultancy offers thoughts to consider when assessing whether your wellness leader is a dinosaur headed for the tar pit.
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
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.
Allowing some employees to telecommute may inspire resentment in those who aren’t allowed the privilege.
The flu can have a tremendous effect on the workplace and the economy.
Says one expert: ‘It’s not just having a wellness program but rather saying that, “We are wellness.” ’
Millennial branding guru Dan Schawbel sheds light on the looming retention problem and what you can do to scratch younger workers’ two-year itch.
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
Employers shouldn’t be the potty police. When an employee has to go, an employee has to go. Unless an employee seems to abusing bathroom rights, let employees be.
With the proliferation of smartphones, most employees have a recording device in their pockets. How do you protect your business against the possibility of employees using these devices to gather damaging evidence against you?