Use Social Media? Memorize these Vital 12 Words by Suzanne Lucas
Don't Lie, Don't Pry
Don't Cheat, Can't Delete
Don't Steal, Don't Reveal
This is the social media policy of Farris Timimi, M.D., medical director for the Mayo Clinic Center for Social Media. It appears the Mayo Clinic can cure more than just health problems. This is a brilliant policy that you should adopt, regardless of your company's own approach to handling social media. (And far too few companies have coherent policies, anyway.)
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How to Influence Without Authority by Jesse Lyn Stoner
Back in the good old days, if you were in a position of authority, you could just announce what needed to be done and assume it would be carried out. But times have changed.
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Long Term Thinking with Respect for People by John Hunter
Toyota nearly went bankrupt near 1950 and had to lay off a third of their employees. A huge focus of the Toyota Production System as envisioned by Taiichi Ohno was to secure the long term success of the company. The priority of doing so is easier to see when you respect people and are in danger of witnessing the destruction of their careers
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Simplicity @ the Other Side of Complexity by Prasad Kurian
It is a fact that in many organizations the attrition percentage goes up in the months after the annual performance ratings are announced. Some of this is because of the process linkages. Salary hikes and bonuses (that are linked to the performance ratings) usually follow soon after (or along with) the announcement of the performance ratings and it might make logical sense for employees to receive the bonus (after all one has worked for an entire year to get that) and the higher salary and then negotiate a better salary (with a new company) based that.
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Workplace of Choice by Rachael Peterson
Money motivates all employees...but do you know how it motivates generations differently? Baby Boomers, Generation X, Generation Y and the Millennials are all motivated differently. Yes, money is important, but it has a different level of importance for each generation.
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Engagement: The Ending Begins With Dreaming by Ben Martinez
The Ending. Rarely happens how you want it to happen. Usually ends like a nasty public divorce. Companies ask people to leave. People get mad and leave. Some are lucky to retire with a standing ovation. Unfortunate people have health issues that makes them end it (i.e. Steve Jobs). All involve emotions, but start with a person’s longing to belong
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50 Human Resource Challenges to Overcome by Ben Eubanks
Today I’m going to step on some toes. I’m going to push you a little bit. And you know what? That’s a good thing. We all need a little bit of that in order to be the best that we can be. Today we’re going to look at 50 human resource challenges that I’m laying down for you.
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Did China Discover America- and HR? by Ian Welsh
Did China discover America before the European explorers? If so, what does it mean? How would it change our thinking? Did they also discover HR - as part of their elaborate voyage of discovery? Would it explain many things we have wondered about?
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Transparency in Succession Planning: To Tell or Not To Tell? by Dan McCarthy
"To tell or not to tell"?, now THAT is the question when it comes to succession planning and high potential programs.
I recently attended a talent management networking meeting hosting by PDI Ninth House. It was well attended, with over 100 participants, all responsible for some aspect of talent management. The two presenters had a packed agenda with over 50 slides to get through.
While it was all good and interesting, the part that sparked the most questions and discussions was the section on "transparency".
Swallow The Bullfrog by Jeanne Achille
Clearly I’ve crossed the chasm over to ancient sage as recently a member of the Devon team suggested that I start to share the tips and techniques accumulated over the years. On one level, I can appreciate her observation. Being able to run a high-tech PR firm for almost 20 years means one is either as tough as nails, an über-people pleaser, or as nutty as a fruitcake
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