human resources

April 27, 2012

Categories

Performance

Manage Outcome with People

The number one reason managers do not hold people accountable is fear of harming the relationship. Ironically, the relationship is damaged by not bringing issues out in the open. Successful managers must believe in the people they manage. People cannot hide their true emotions. Being authentic is a requirement of good management, because words comprise less than 10% of our communication. People constantly communicate through body language, sounds and tone. Research shows how well people perceive non-verbal communication. Recent ostracism research of Kipling Williams, Ph.D. Professor at Purdue University-Lafayette demonstrated the subject’s dorsal anterior cingulate cortex became fully activated as […]

March 28, 2012

Categories

Compliance

Working Alcoholics

Many employers turn a blind eye to employees who are suspected of abusing alcohol, even when it may interfere with work performance. Each employee situation is unique. The lack of clear legal guidelines adds difficulty and often results in managerial abstention. Alcoholism, or alcohol dependence is a disease. Its symptoms include craving; the inability to limit one’s drinking; physical dependence identified by withdrawal symptoms; and tolerance, requiring greater quantity to feel satiated. The Americans with Disabilities Act Amendments Act (ADAAA) defines a person with a disability as having a physical or mental impairment that substantially limits one or more life […]

February 24, 2012

Categories

Performance

Hard to take. Hard to give.

Most companies underestimate how difficult it is to give and receive feedback. Many believe it’s easy to give someone positive feedback. Even giving and receiving kudos is off-putting, unless the culture encourages it. Managers need to learn how to discuss performance with individuals directly. Expectations are rarely met without an ongoing exchange of information. Managers who complain to others about someone’s performance, rather than speaking directly to the person diminish trust and do not fulfill their managerial responsibility. Offering honest, direct feedback, especially constructive criticism is the highest form of respect a manager can provide. The intent of the feedback […]

January 26, 2012

Categories

Performance

Working harder, not smarter.

The Great Recession has increased the workloads of 80% of employees according to a recent Workforce Management online poll of over 700 HR professionals. Of those with greater workloads, 80% reported a decrease in engagement as well as more than 40% reporting an increase in employees’ health problems. Overloading employees does not appear to gain greater market share or profitability. High performance companies have a high-energy, high- performance workforce. Tony Schwartz, author of several books including Be Excellent at Anything studied violinists, athletes, nurses, teachers, police officers and others to evaluate what excellent performers do differently than others. He recommends […]