Can you tell me if there are generational differences when it comes to employee engagement? Some people insist that there are, while others say that engagers at work span the generations and are common to them. What an excellent question!...
Much of what I read these days about human resources laments the lack of a strategic focus for the function. HR leaders bemoan their inability to get a seat at the strategic table. And, yet, surely with the coming talent...
In an earlier column, you wrote about giving performance feedback. You used the words positive/negative, actionable/not actionable, and appropriate/inappropriate to describe different kinds of feedback, and you promised to revisit the issue in a later column. It wasn’t clear to...
From time to time my staff approach me with flyers that promote particular public training workshops and ask me if they can attend. These courses range from 'Advanced PowerPoint' to 'How to Deal with Difficult People'. It’s hard to know...
What kind of recruitment incentives or 'difficult to fill' incentives are appropriate for a nonprofit organization to offer to potential employees? We have two positions where thorough targeted recruitment has not resulted in actual hires. Money is the issue; we...
I'm curious about the proliferation of 'Best Employers' and 'Best Places To Work' lists. Are people tempted to apply for jobs with organizations that make it onto lists like these? Many of you probably noticed the coverage given to Canada’s...
Our organization pursues a policy of paying employees better than other comparable organizations. Our executive director believes that by positioning ourselves in this way we'll attract and retain the best people. While our turnover numbers are very low, I don't...
My organization's policy on performance evaluation is to do it every six months for all employees. It's coming up to that time and, as a supervisor, I find myself dreading the event. Having to give performance feedback to people whose...
In my organization we're having a problem hiring people who fit. Too often we bring in someone who seems to meet our criteria only to have to dismiss them later, or have them resign, because they're just not working out....
In an earlier column you suggested that organizations devote more resources to marginal employees than they do to talent. I'm trying to understand how this is a problem. Aren't supervisors supposed to help struggling employees turn their performances around? Why...
