Most everyone has a story about a bad boss. Someone who yelled, under-communicated or micromanaged. However, have you ever considered that, somewhere in your career, the tables may have turned? What if you are the boss that your team complains about around the dinner table? Here are signs you may be the nightmare boss, and how to fix it.
Human Resources used to be very simple. Hire employees. Train them. Make sure they get paid. Keep track of vacation. Around the time of World War I, the HR function was known as “personnel management.” The function was largely task-focused, centered on training workers and efficiently solving wage and working condition issues.Over time, research consistently showed that non-financial incentives were essential components of work. Managers began to realize that they needed to devote resources to their employees past task training and basic administrative duties.
You did it! You graduated college. Maybe it was yesterday. Maybe it was 5 years ago. Point is, you went to school for 22+ years of your life and now you are finally ready to cash in on that gargantuan investment in education.
More money, more problems? Who knows if the old maxim is right. However, one thing is for certain: money is no longer the reigning champion of workplace motivation. Granted, money is still important. Compensation is a strong motivation for onboarding, and opportunity for financial advancement will keep employees in the building, at least temporarily. Truth is today’s workplace demands broader suite of incentives to retain top performers (or anyone for that matter). Here are some research-backed ways to motivate employees without a paycheck.
What a wonderful thing it is to love what you do. I mean, the majority of us spend at least 40 hours a week at work, so we might as well enjoy our jobs, right? In fact, a report conducted by Staples Advantage suggests that U.S. employees are surprisingly happy at work. According to the report, 86% of employees are both happy at work and desiring to move up in the organization. Everything is peachy and everyone is happy, right?
Performance reviews have been around for a long time. In fact, America has practically grown up with them. In order to increase the efficiency of the Jamestown colony, Captain John Smith instituted the “no work, no eat” policy. Fortunately, performance reviews are not as harsh today.
It’s a big moment in your company. You just put a new class of new hires through your intensive leadership development program. After two years of rotational training, these emerging leaders will place into different areas to drive the future of the company. At least, that’s what your were hoping would happen.
In an era characterized by constant technological change, our society loves startups. From the bean bag chairs to the flexible work hours, the startup culture is establishing new standards for the way we work, and these standards are quickly becoming expectations that young professionals are taking into the workplace.
Looking for a new job? If you are, you have probably spent a good amount of time combing your resume. And while you may have eliminated every comma splice and spacing error on that sheet of paper, did you take some time to work on your LinkedIn profile? Whether you are looking or not, recruiters are now using LinkedIn more than ever to find qualified candidates for positions. If they aren’t impressed with what they see, you will never get a chance to show them that perfectly crafted resume.
We have already discussed the potential downsides of linking pay to performance reviews. However, we have more concerns about the status quo in performance reviews today. Another concern is the frequency of performance reviews. Namely, the annual review.