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Ann Bares's picture

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Ann Bares

5 months ago

in HR Communication Lesson About Simplicity on KnowHR Blog
Frank:

Love it. My friend Peggy Andrews who blogs as the Career Encourager has a similar catchphrase that I love to quote-

Be bright. Be brief. Be gone.
1 reply
Frank's picture
Frank Ann...I'm going to add Peggy's phrase to my collection. That's a good one. Thanks!

5 months ago

in Communication is the New Compensation on KnowHR Blog
Frank:

Great post ... and completely true. I do annual research in my marketplace here on what local HR professionals think is the most successful compensation strategy each year. Don't yet know the verdict for this economic crisis, but when I surveyed following our last slowdown (2002), the top answer for best reward strategy was .... (drum roll) "open and frequent communication". So, we know this. We just have to act on it.
1 reply
Frank's picture
Frank Thanks, Ann. It's funny...I guess more communication is an all-the-time thing. It's just that in this economy, it takes more authentic discussion. This is person-to-person discussions. Solid stuff.

11 months ago

in How’s That Job Matching Working Out? on KnowHR Blog
Great quote, Frank! It could apply to a lot of areas, including - particularly - performance standards. Unfortunately.

1 year ago

in We Need More Line 10 on KnowHR Blog
Absolutely. And the lack of a solid (and emphasized) Line 10, from a compensation standpoint, leads to employees who think they should have their job re-evaluated and upgraded every single time they are asked to tack on an additional task or project. Everybody's job is a bit fluid these days - deal with it people!

1 year ago

in Talent: How to Make Strengths Even Stronger on All Things Workplace
Very wise advice, Steve. It takes some of us so very long to figure this out - or even realize the difference that the right venue can make for us. #2 is especially important for the entrepreneurs - discovering and then sticking with the clients that understand and appreciate the value you deliver. Thanks!
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Steve Roesler's picture
Steve Roesler Ann,

I would imagine that as you look at the performance management part of your practice, you recognize matches and mismatches. Not lack of talent, but lack of congruity with the organization.

This is an area that my clients are now taking quite seriously. The extra bit of time, assessment, and discussion ultimately serves everyone well, be it a hire or internal move.

1 year ago

in A Personal Philosophy: Be the Best on KnowHR Blog
Great quote, Frank - and the number one reason (I think) to be in business for yourself: doing the thing you do best, as only you can do it! What is more empowering than that?

2 years ago

in Recruiting for Hot Jobs on KnowHR Blog
OK, I'll bite (as a so-called compensation pro).

First of all, wow. Not a job for me.

In terms of setting pay, I'm guessing it would be a delicately balanced judgment call, taking into account such things as the nature and size of the labor supply of people who are both capable of and willing to do the work, what their available alternatives for employment are (and the going rate for those positions), job and pay relationships inside the organization (e.g., superiors, subordinates, peers), the organization's strategy (growth?) and pay philosophy. So ... peer group, if one even existed (and my experience in situations like this would lead me to guess that a direct one probably doesn't), and how one would set pay relative to that group, would likely depend on all these things as well as others I'm likely forgetting.

My best thoughts!
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