Feedback begins at an early age and is omnipresent throughout our lives. Feedback helps us understand more about ourselves and is important for our growth and success.
As I reflect back on the 2012 HR Florida Conference & Expo three words come to mind—Wow. Amazing. Stressful! I’m in my final year now as HR Florida’s Conference Director, and I believe because I’m in my second year I’ve got this in the bag.
HR professionals understand the critical need for development opportunities that effectively equip leaders and help to maintain a viable leadership succession pipeline for maximum organizational performance.
“If you want to build a ship, don’t drum up people together to collect wood and don’t assign them tasks and work, but rather teach them to long for the endless immensity of the sea.” ~ Antoine de Saint-Exupery
You’re in HR. So surely you’ve heard the truism that people don’t leave their companies, they leave their bosses. While there are contrarians out there that consider it fashionable to “debunk” that belief, you know better from practical experience. Nothing will disenchant and then disengage a hardwon high performer faster than working for a poor leader or manager. Someone focused on the end results of what people do versus the people who create the results. Does anyone come to mind?
Over the past two decades, we have seen our HR roles change from being primarily administrative to making strategic decisions regarding our company’s future direction. A key component of this new role is identifying and strategically aligning our talent. The importance of this responsibility cannot be stressed enough, but how do we go about finding the right people?
There’s no doubt the economy has been on a roller coaster these past few years, and it looks like that sinking-stomach feeling is here to stay for a while. While the very rich are unlikely to feel the effects in their personal lives, the rest of us have had to change our opinions about socioeconomic status and our expectations about living the American Dream. Common expectations, such as children being better off than their parents, real estate and college being good investments, and every family owning a home are being re-examined as the global economic outlook changes. This shifting and redefining will have an impact on the self-perception of the workforce for years to come.
In spite of the ups and downs of the economy, the average American’s wage has steadily risen over the last half century. Coupled with that, working-age women have increasingly gained a larger share of the workforce, rising from 26% in 1940 to 59% in 20091. Though monumental achievements, we find the economic realities leave little to celebrate.
Picture Jenny, a highly sought after project manager, walking into a new company that has just recruited her away from a place where she was happy, secure, and valued. The reason she entertained the opportunity was because it is a growing company in a new market that would provide her with challenges that she wouldn’t have with her current employer.
In today’s financial environment, HR decision-makers have little margin for error with technology decisions and implementation. By following these Ten Commandments of HR Technology, you will mitigate risk and stay on the right side of the leadership table.