Companies using incentive programs reported a 79% success rate in achieving their established goals when the correct reward was offered.Read more
For first-time leaders, finding the right support early in their transition to a new role can make the difference between failing and thriving.Read more
Massive change is underway in enterprise learning and development which is being driven by the rapid development of technology enabled learning along with the growing number of millennials in the workplace. This revolution is causing learning leaders to confront and examine a number of key questions about the future direction of learning and development within their respective organizations.Read more
There are several reasons that pressure to eliminate or make significant process changes to performance appraisals has built up over tha last several years. Among the reasons that this topic has reached a boiling point is the much documented dislike by all parties involved.Read more
As summertime starts winding to an end I’ve been reflecting on all that I intended to accomplish over the last two months versus everything I that I was actually successful in completing. I set out with really good intentions; running a 5K, replanting my flower garden, cleaning off my electronic and my physical desktop, among many others. It seems somewhere along the way my days became cluttered with everyday tasks and unexpected ‘emergencies’ that left me almost no time for anything extra. When I diagnose exactly why I wasn’t able to accomplish everything that I wanted it I found it wasn’t that these extra tasks weren’t important to me, instead it all came down to one thing- I didn’t have a plan.Read more
Here’s the thing: while your people may know what to do, they probably don’t know why to do it. That’s the heart of onboarding. And how you onboard is as important as onboarding itself.Read more
It is August and I’m sure many of you are busy working on mid-year reviews. If you are anything like me, you loathe this process, where you are forced to offer feedback confined in a company matrix and spend more time filling out forms and going through long approval processes than actually talking to your employees. I think we’d all be better off without the formal processes and instead putting our energy toward continuous coaching. However, I know as well as anyone that we don’t always have a choice as many companies require this, so for those of you are that are working through this now, here are some suggestions to make this process a little more meaningful for yourself and most importantly, your team.Read more
Many leaders today are versed in employee engagement terminology, ideas, and frameworks. The issue is that many times, these abstract things get in the way of leaders truly engaging with their teams.
Below are five ways that we at Fierce work with leaders to create deeper connections and engagement with their employees and their customers.Read more
A cohesive approach to global payroll is a huge challenge for today’s global companies. Enterprises are looking to the cloud to create a solution that will address all the inefficiencies of outdated payroll processes.Read more
A recent report from the IBM Smarter Workforce Institute, “Starting the Workforce Analytics Journey: The First 100 Days,” detailed a 10 step process of how to take 100 days to set up an analytics-enabled HR function. In reality, it’s how to take 100 days to plan your Workforce Analytics Journey.Read more
The report card on hiring in North America is pretty poor and indicates that too many organizations are simply filling positions with “bodies,” as opposed to applying meticulous screening to avoid hiring the wrong people in the first place. As revealed in my New York Times Best Seller, Building a Magnetic Culture, 59% of all new hires are gone before the one-year tenure mark. As a result, these organizations encounter the significant costs of re-recruiting and re-hiring.Read more
Mobile job search traffic to Indeed has increased dramatically over the past year, growing from 33% of total traffic in 2013 to 50% today. As smartphone ownership accelerates, job search has evolved from a desktop activity to a mobile one. Job seekers take their search with them, browsing opportunities when it’s most convenient for them. And, the way people access jobs on mobile is varied — while some search within an app, others click on job alerts from their email on a device.Read more
Big data is a buzzword that has been floating around the HR sphere for a while now. The sheer breadth of available data can be staggering: 15 out of 17 sectors in the United States have more data stored per company than the Library of Congress (McKinsey Global Institute 2011). The problem is that for most companies, this data is stored across a variety of legacy systems, some dating back as far as the 1960s. For most of us, technology from 2000 is already ancient.Read more
There have been countless articles written in the last couple of years about companies that have changed their entire performance management system. Their new systems might not all look exactly alike, but they all seem to have the following things in common:
- Performance discussions/reviews are entirely separate from compensation discussions.
- There are no more performance ratings or forced rankings
For the past few years, managers of established businesses have observed the significant growth of technology companies such as Amazon, Facebook and Google. We’ve seen innovation and disruption as key organic growth drivers. But despite this awareness, and having significant resources, many industry leading organizations have missed new markets and growth opportunities that more agile companies have seized. For traditional companies, large and small, making the transition to thinking and acting digitally is critical, but easier said than done.Read more
In the past few years, the HR technology world has evolved from being a system of record to a system for talent management. These systems now present organizations with an opportunity to learn about their talent beyond just names, addresses and phone numbers. From recruitment systems that tap into people-data consolidators like LinkedIn, to enterprise social networks that enable people to connect in meaningful ways, now there are so many ways to really know your people. So have we really come far?Read more
When HR leaders talk about succession planning, it's typically accompanied by a frantic warning against the "silver tsunami" of retiring Baby Boomers. And rightfully so, as nearly 4 million Boomers will retire this year, leaving organizations with a notable talent gap in senior leadership. But there's another side to the succession planning story that's often overlooked—and it starts at the point of hire.Read more
In the strengthening economy, more people are employed and skilled candidates are even harder for employers to come by. This creates a new reality for employers that are competing to find and attract the same in-demand talent.Read more
What Does A Female Leader Look Like?
On Michelle Obama’s recent visit to Asia to promote the “Let Girls Learn” educational campaign, the first lady was criticized in the press for her clothing, which had a distinctively 1950’s style and association. One Fashion writer for the New York Times wrote, “As a woman, and one who spends a lot of time thinking about the messages women’s clothes send about their identify, I found the apparent clothes/context disjunction to be jarring.“Read more