Before the yearly performance, merit and bonuscycle turns all HR departments into a usine à gaz for the next 5 months , I wanted to share some HR popocorn I had the pleasure to discover these last couple of days. You will find all the links to the source material at the bottom of the post.
In the category 3 things, 4 things, 5 things, etc.. to be a succesfull something, I wanted to salute the 6 habits of highly effective employers by Rob Catalano published by the HRZone. Who would have guessed that those employers have an employee-first mentality and know what motivates employees? Or that they treat employees like consumers, focus and act? I’m sure this is all news to you. He does score one out of 6 though: employee practices need to be real-time to be effective, not once a year. That’s really new.
In the category Employee Engagement, without diminishing Ben Patient’s correct intention to defocus management’s obsession with employee engagement metrics but rather have managers focus on their own behaviours, the concluding sentence, though correct, is a led balloon: if we focus on the people, then we won’t have to worry about the metric. I would recommend you not to read beyond the title of the blog: Employee Engagement…It’s not about the metric.
In the category Cognitive and Emotional recovery at work and home, we learn there are 2 potential sources of conflict: work may affect family life, i.e. you work too many hours and do not have time for the family, or family may affect work, i.e. when you child is ill and you cannot attend a meeting. We also learn that these 2 types of conflict lead to different outcomes. But if you renegotiate roles both in the work and home domain and learn how to manage emotions, you’re on the right track to improve quality of life in both domains. This wisdom is shared by Ana Isabel Sanz Vergel, lecturer at the Norwich Business School.
In the category Disclosing Illness in the C-Suite, we learn that when a company leaves employees in limbo, employees escalate doomsday watercooler conversations and respond with deteriorating morale and productiviy. HR must ‘take the lead’ in communicating news of the illness internally, although the ultimate decision about how much detail will be shared must remain with the chief executive. I’m quoting Lynne Curry, president of the The Growth Company Inc., an Anchorage, Alaska-based management and HR consulting firm.
Yes, Anchorage Alaska. You will notice if you click this link this quote was too good to pass.
You hereby find the original source material: