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Chris Young
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7 months ago
in You Can’t Threaten People to Be Happy on KnowHR Blog
Great post Frank - thanks for sharing!
Your story brings up some important issues when it comes to employee morale -- the most important I feel is how HR and leaders in general look at morale and employee engagement from the wrong perspective. These aren't issues that can be "fixed" with a training program or outright threats to an employee's job security. There simply isn't an on/off switch when it comes to employee morale and realizing this is the first step in the right direction.
I have featured your post in my weekly Rainmaker 'Fab Five' blog picks of the week which can be found here: http://www.maximizepossibility.com/employee_ret...
Be well Frank!
Your story brings up some important issues when it comes to employee morale -- the most important I feel is how HR and leaders in general look at morale and employee engagement from the wrong perspective. These aren't issues that can be "fixed" with a training program or outright threats to an employee's job security. There simply isn't an on/off switch when it comes to employee morale and realizing this is the first step in the right direction.
I have featured your post in my weekly Rainmaker 'Fab Five' blog picks of the week which can be found here: http://www.maximizepossibility.com/employee_ret...
Be well Frank!
1 reply
8 months ago
in Annual Performance Reviews Don’t Work on KnowHR Blog
Great analogy Frank!
I shared your post with my readers in my weekly 'Fab Five' blog picks of the past week which can be found here: http://www.maximizepossibility.com/employee_ret...
I shared your post with my readers in my weekly 'Fab Five' blog picks of the past week which can be found here: http://www.maximizepossibility.com/employee_ret...
1 reply
Frank
Hi Chris...thanks so much...I continue to very much enjoy your work...thanks for the nod, I really appreciate it.
9 months ago
in 10 Things HR Needs to Do in an Economic Downturn: Redux on KnowHR Blog
Frank - Great list here!
I pointed my readers to your post in my weekly Rainmaker 'Fab Five' blog picks for the past week which can be found here: http://www.maximizepossibility.com/employee_ret...
Be well!
I pointed my readers to your post in my weekly Rainmaker 'Fab Five' blog picks for the past week which can be found here: http://www.maximizepossibility.com/employee_ret...
Be well!
1 reply
Frank
That is really nice of you, Chris. I'm flattered. Thanks very much.
1 year ago
in Talent: How to Make Strengths Even Stronger on All Things Workplace
Steve - good stuff here... I think so many of us are too focused on what we aren't good at and trying to improve it that we fail to recognize what we are good at and fail to recognize our real potential.
I see the same thing in the workplace everyday - managers are too busy trying to "fix" Bob that they totally overlook what Bob is best at and how his unique talents and skills can be best utilized within his position or elsewhere within the organization.
I see the same thing in the workplace everyday - managers are too busy trying to "fix" Bob that they totally overlook what Bob is best at and how his unique talents and skills can be best utilized within his position or elsewhere within the organization.
1 reply
Steve Roesler
Chris,
It's that "fix" thing that finally got to me over the years. I watched the futility of that across the board: "Phil has this gap that he has to close here, here, and here." Well, Phil is never going to close that gap. He may get better, but if it's not in his "toolkit of life," that's not where his star will shine.
Viewing people using a gap analysis is useful to give them information on which they may choose to act. Expecting to "close" the gap is human engineering. We've already been engineered; the beneficial task for managers and organizations is to recognize the "product" accurately and hire/assign accordingly.
It's that "fix" thing that finally got to me over the years. I watched the futility of that across the board: "Phil has this gap that he has to close here, here, and here." Well, Phil is never going to close that gap. He may get better, but if it's not in his "toolkit of life," that's not where his star will shine.
Viewing people using a gap analysis is useful to give them information on which they may choose to act. Expecting to "close" the gap is human engineering. We've already been engineered; the beneficial task for managers and organizations is to recognize the "product" accurately and hire/assign accordingly.
Morale is going to be a hotter topic as the next year wears on. Engagement will be out...motivation will be in.