[Note: This post first appeared on myHR Blog and is shared with permission from Tina Hamilton, PHR, founder of myHRPartner, an HR outsourcing firm. Tina is a well-respected business professional who is frequently quoted in the national media on HR-related issues in the workplace, and I’m proud to know her as a colleague and friend. To learn
I love working with my clients, and yet I get so frustrated sometimes — not at them, but for them. I get frustrated on their behalf because of the organizational absurdity they have to deal with. For example: A management team focuses on improving employee and customer engagement despite inconsistent or no corporate support. An executive director
The answer depends on management’s attention span. No matter how well intentioned, executives who are unable to keep their focus on doing what it takes to make a new approach work will move on when the initiative fails and go after for the next best thing — frustrating their employees in the process. In this
Steer clear if someone you work for – or with – says any of the following: “I’m not the boss because I’m always right. I’m always right because I’m the boss.” “Why should I invest in your training? You’ll just take all this knowledge and go to work for someone else.” “Lack of planning on
Going horizontal in a vertical world by David Zinger Our organizational problems stem from being so vertical in a horizontal world. Elevators of rank, privilege, and delusion traverse up and down the corporate hierarchy giving the illusion of height over width. Even our page views are portrait, not landscape. We need to move horizontally to be
I had an interesting discussion with a colleague who manages an internal service department for a medium-sized organization. She’s a supportive manager whose team takes pride in providing quality service to internal clients. However, she finds it a challenge to keep her employees at the top of their game when some internal clients are unappreciative
One of the most challenging jobs I know of is held by people who work in nonprofits — they are as passionate about their work as they are stressed trying to accomplish much with limited resources. I explored this topic recently with a former nonprofit leader, Debrah Cummins, who is now Vice President of Development for Northstar
[Note: This guest post was written by Kim Plyler, a communications professional and media strategist. CEO and founder of SahlComm, Kim works with high level clients in the technology, finance, manufacturing, cyber security, NGOs and nonprofit sectors. Her company’s mission is to further the mission of others and help improve humanity.] 5 Ways to Boost Your
Regardless of where you stand on the results of the recent presidential election, employee engagement has been affected by post-election uncertainty. That’s why Danny Meyer, CEO of Union Square Hospitality Group, has encouraged employees to re-focus on the company’s mission and culture of “Enlightened Hospitality.” Following are excerpts from his recent letter to USHG employees: “…
I’ve always enjoyed tongue-in-cheek translations of help wanted ads. Apparently, so does nonprofit executive and humorist Vu Le who compiled such a list for his Nonprofit with Balls blog. Here are some of my favorite employment translations from that list that are also applicable to for-profit organizations. Describing the organization A dynamic work environment: We are really disorganized.