What do you do when your employees don’t work on-site—or at a desk at all, and their work keeps them from checking email, text and voicemail regularly?
Employees are never as productive as they might be if they don’t feel fully responsible for their jobs. In other words, employees need to feel that they have more control over their work than you do.
In theory, removing bias from the employment equation should enable employers to hire and manage the best employees based on knowledge, skills and abilities. Several HR-related artificial intelligence software packages attempt to do just that.
Filling that open position with the right employee is an art you can easily learn. “There are two parts to hiring—the tangible and the intangible,” says Robert Rodrigues, COO of Power Digital Marketing in San Diego.
In 2008, Jim Whitehurst took a big risk. And it backfired. From it he learned that as powerful as a CEO’s accessibility is, nothing builds engagement more than being accountable.
Josh Bersin, Principal and Founder of Bersin by Deloitte, an HR research firm and consultancy, serves up several predictions for 2017 that he believes will improve workplace productivity into the next decade.
Most managers want to be liked by their staffers. But what if there’s something more important?
President Trump has long believed that foreign H-1B visa holders take good jobs from American workers. The visas are intended to help employers fill technical jobs for which not enough American workers can be found.
One of the foibles of many managers—especially the rookies—is the lack of assertiveness. It’s the awareness of the need to swoop down on wayward employees to express your opinions and feelings without delay.
Julie Perrine, founder and CEO of All Things Admin, reminds us that dropping someone into your job for even a few days is twice as complicated as you think it is, and she won’t let you take carefully organized procedures for granted.