Thursday April 17, 2014
Teambuilding remains a tough topic in most organizations. You want team mates comfortably interacting. But, you also want the teamwork and teams supporting your organization's desired culture and team norms - not necessarily the culture that you have developed and that your teams mirror.
If your goals are creativity, customer-centric service, product offerings that anticipate customer needs, and agility, your goals for teams will be different from organizations that focus on customer service and improvement of current services. The best organizations expand their services to fulfill, and even anticipate and project, customer needs.
I've received a lot of questions lately from people who are new to Human Resources or who want to know what to do next in their HR departments. These comments about teams are appropriate because the HR department is on the company team.
As much as any other department, HR needs to be driven by company needs. If HR does not understand and anticipate the needs of their internal customer teams, their services may satisfy customers, but never delight. To delight, you must offer what the employes didn't even know they needed, until there it was.
And, suddenly, meeting that unpredicted need becomes the most important aspect of your service for customer happiness. Have you looked at your HR business plan and services lately? Are they anticipating customer needs - or just fulfilling - lagging behind in administrivia and rules?
Start by talking with your managers to see what they need from you. The HR team can lead the way to identify and anticipate their internal customer needs - to help the rest of the company teams identify and anticipate their customer needs, too.
More About HR Teams and Plans
Image Copyright Jack Hollingsworth / Getty Images
Thursday April 17, 2014
Have goals? Still sticking with your New Year's resolutions? You'd be one of very few people if you answered yes to either of these questions.
Indeed, how is your organization doing with its goals so far this year? Goals are a powerful force for good when set appropriately and shared with all of the right people.
When practiced poorly, however, goal setting also has a serious downside which can undermine your success. Poor goal setting makes people cynical, wastes their time, and fosters confusion about where to concentrate actions and energy. How does such a potentially successful practice as goal setting, go wrong, so often?
In the darker side of goal setting, I enumerate some of the problems with goal setting as a result of interviewing several executive managers. You'll be happy that you took a look because you may find the root causes of why your organization or personal goal setting objectives generally fail.
What causes you or your organization to fail to achieve your goals? Seriously.
More About Goal Setting
Image Copyright Kyu Oh / Getty Images
Wednesday April 16, 2014
What employee benefits do employees really value? The best perks do not have to cost the employer any money at all.
For example, the newest generation of employees, the millennials, in particular, and employees in every generation, actually, value flexible work schedules. Sure, providing flexible schedules might take a bit more work, especially in departments that have to have coverage at all times. But, the payback in employee morale is enormous.
Employees can better manage their work and life balance when they don't have to miss work to take junior to the doctor. Or, an employee can stay at home long enough to see the kids onto their school bus, if the employee can start work at 9 a.m.
I predict that teleworking will continue to grow as employers save the cost of providing workplace facilities and employees are enabled to work productively from home. Not right for every employee, or every job, teleworking provides the employee with quiet, uninterrupted time for work. As technology continues to advance, so will telecommuting.
The fun part is that teleworking will require employers to find a whole new way to manage employees, measure employee performance, and promote team interaction. And, oh my, for telecommuting to really work, we're going to have to learn to trust employees. This is an area that I am working on this year, so we will continue to revisit it. Have a terrific week.
Image Copyright Catherine Yeulet
Wednesday April 16, 2014
Some of you said that what didn't kill you, made you strong or a better person. Others said, "Despite the fact that this was no doubt a character-building experience, if I had it to do over again, I'd leave after the first day, without giving notice." And, some of you did leave, as fast as you could get out of there on your first break - if there was a break. No break? You escaped when you visited the restroom.
Little was I prepared for the life time of bad job experiences readers would share when I asked this question: What Was Your Worst Job - Ever?
Think about it. What do you do when a chef throws a hot iron pan at your head? How would you manage to work with crass, crude owners who demeaned your customers? How about working in an environment in which the customer was always wrong?
How would you handle a job that required you to clean new born chickens, ID the sex of nasty-looking dung beatles, or collect cattle ticks? How did you manage when your job required you to work knee deep in blood all day? Or, you worked in a trim shop clipping plastic from pieces with requirements so exacting, that they created 100% employee turnover - a week?
In reminiscing about your worst job ever, some of you shared your laughter and many of you shared your tears and even, your anger. Take a look as readers share their worst jobs - ever.
Worst jobs either killed us or made us better people. For sure, they played a serious role in determinimg our future occupations, aspirations, goals, education, and dreams.
What was your worst job - ever?
In Contrast, Some Bests
Image Copyright Creative Photography