The New York Times has noticed that small businesses are turning to the Internet to find talented contractors to handle all kinds of workplace challenges.
Here’s the story of a small, local business that got it’s clock cleaned by federal bureaucrats.
It agreed to pay a hundred grand to make a bureaucrat complaint go away. Ouch!
You probably don’t really want to hear the answer… but that hasn’t stopped Dr. Steven Berglas from writing about it in his weekly Forbes column.
From Steve Roesler’s website “All Things Workplace”:
Luke (not his real name) is an operations manager at one of my client companies. He’s experienced and has been in the manufacturing industry for 20+ years. He is the most well-read client ever. Whenever I see him, he waxes poetically about the wonderful “new” managerial ideas he’s picked up from the most recent leadership books he’s read.
One of those ideas had to do with recognizing someone’s small successes and following through with verbal encouragement or even a small reward (lunch, movie tickets, a $25 gift certificate. . .) Better yet, acknowledge the person’s fete during a regular departmental meeting. He also talked about the importance of those ideas during a meeting with his supervisors.
But he wouldn’t do any of those.
I asked him why not.
Click here to find out why not. And to learn how you can avoid his error.
A new survey says many companies that cut costs by cutting paychecks plan to reverse their actions.
Thanks to compensation consultant Ann Bares for the story!
A recent survey of over 450 US workers found that although workloads are up as staffing has tightened, most say their relationship with their supervisor is still good. Here are the details.
As Washington lubricates the nation for government-owned and operated medicine, an interesting voice of dissent has arisen – that of President Obama’s own doctor. Here’s the rundown, from Forbes…
Writing job descriptions that are compliant with the Americans with Disabilities Act (ADA) is tricky. In your efforts to be clear, you can also be exclusionary. This week, hr.blr.com offers tips for handling this delicate duty.
Amy Nutt over at the Retention Lounge recently penned an essay on ways to improve employee retention both before and after downsizing.
In a down economy organizations sometimes forget that retaining employees is an important issue. When organizations go through the difficult process of downsizing it’s natural to overlook the need to develop retention programs meant to keep the remaining people happy and productive.
Shouldn’t the employees who survived a downsizing be thankful their jobs were saved? Perhaps, but employees who see their friends and colleagues let go will be fearful and disconcerted. They will wonder if the company is still the best place for them to pursue their careers. Given a chance to go someplace they think is more secure, employees may begin to be disengaged and jump ship.
Here’s her full posting.
“Good To Great” from Jim Collins pronounced one of the critical functions of management making sure you have the right people in the right job.
Recently, Chris Young of the Rainmaker Group posted a long essay on the costs to your business of not getting this one right. Here it is.
