Emotional Intelligence from Outa SpaceX

Many hats came off to Elon Musk of SpaceX and Tesla fame last week, and he certainly scored points for high Emotional Intelligence in his recent letter to employees about safety management at Tesla. His personal letter to his staff was in response to reports of injury rates at Tesla being 30% higher than the industry averages for 2014 and 2015. The way he demonstrated what sounded like sincere concern and action-focused emphasis, highlighted a rare form of emotional intelligence, that we are not regularly accustomed to see publicly from leaders of his stature. To be sure, his actions and follow-through will be watched to confirm the sincerity of his message of empathy and his personal commitment to listen, investigate and make real changes going forward.

“…No words can express how much I care about your safety and wellbeing. It breaks my heart when someone is injured building cars and trying their best to make Tesla successful.”  Read more

How Do You Retain Top Talent in Today’s Workforce?

We  live in a different world from thirty years ago. Instant results, knowledge at our fingertips, and communication at the speed of light…these are all realities in 2017 – not only in our personal lives, but also in our lives at work. Customers, clients, and coworkers expect immediate responses, and we have been programmed (or in some cases re-programmed) to react accordingly. In this fast-paced, technology-driven, instantaneous world, how do business leaders retain top talent and hold on to the good ones before they are stolen away by the next big thing, the newest shiny toy, or the most creative perk you can imagine? We think it’s important to keep a few key ideas in mind when planning how to not only attract those star performers, but even more importantly…how to keep them!

· Employee Engagement & Purpose: Employees not only want to be engaged with their work, they want a company culture that supports great causes, that offers volunteer opportunities, and that gives back in some monetary or giving way. Read more

Flexibility, Feedback & Fun: Managing Millennials in the Workplace

In March, we blogged about mentorship and the future of work, especially as it relates to the multi-generational workforce today. Check it out here if you’d like a background to this blog: http://peoplescapehr.com/mentorship-future-work/. We’ve talked before about millennials and how they’re changing the face of the workplace, both in diversity and in the implementation of ideas and innovative strategies for competing in today’s ever-changing business world. Now, let’s take a deeper look at Read more

Open-minded Decision Making Under Pressure

“People Leaders’ decisions are delimited  (surrounded/demarcated, “Peoplescape’s translation”) by internal and external organizational issues; and these decisions involve intensive information sharing.” Caroline Walger, International Journal of Business and Administration Research, Vol I. Issue 17, March 2017

The bar has always been high for HR leaders when it comes to a tolerance for dynamic work environments. Unexpected employee conflicts, sudden staff departures, urgent training needs, mergers and closures, are just some of the fluctuating challenges HR professionals deal with.

In our competitive and rapidly-evolving learning economy, success not only depends on leveraging technology and data to innovate, businesses are increasingly focused on developing adaptive workforces that are sustainable during business transition. Read more

How You Doin’? Effective Performance Management Strategies

“Checking-in” on employees is a critical piece of the retention puzzle. Landing quality employees is a big win, bigger still is retaining them for the long haul. Good people stay when they feel themselves developing and enhancing their skillset. Updating your performance management strategies, taking time to provide feedback to employees, and making sure the process is beneficial for everyone at the table is a worthwhile venture. In the words of Joey Tribbiani, a simple “how you doin’?” can go a long way! Here’s a quick rundown of ways that you can start implementing effective performance management strategies in your workplace today.

  • Setting up a system that everyone in your organization can get on board with is critical. If the CEO refuses to do performance evaluations or check-ins with his team, then there will likely be a trickle-down effect. Create a system that works for your organization – from the C-suite to the entry level.
  • Read more

Recruitment HR

Spy the Lie: Deception in the Recruitment Process

As recruitment and HR professionals, we are trained to spot the embellishments in a story, to zero in on the candidates whose credentials don’t quite line up, and to ask those uncomfortable questions that often lead to answers none of us are looking forward to hearing. Spotting the white lie, figuring out where the titles, responsibilities or dates have been boosted, and reading between the lines to fully understand how the career path really must have flowed, are all key components to uncovering the true merit of candidates we encounter on the recruitment journey.

Of course, candidates want to present the best picture of themselves. Just like a celebrity won’t show up on the red carpet in less than their best, candidates are unlikely to share the unbridled version of their failed career move.   Read more

People Puzzles – Finding the Right Fit – Suitability vs. Personality Assessments

 “Suitability assessments reveal important attributes and values that can otherwise be overlooked in hiring and career development,” explains Belinda Morris, Principal Consultant at Peoplescape Consulting. “In spite of the advantages of suitability assessments (like Harrison and Profiles XT) over general personality assessments, there are only a couple of these on the market, due to a greater level of scientific sophistication required to develop and test these instruments. However, we find suitability assessments so much more accurate in understanding individuals and predicting fit. Mismatches can be very costly and damaging, not only to team members but even to brand credibility and morale.”

Behavioral and aptitude assessment tests have more than gained traction over the last decade. Once viewed as instruments for pre-employment screening, Read more

Strategic Hiring – Going Beyond the Behavioral Interview

Behavioral interviewing, which came into fashion in the 1970s, has long been a trusted tool for hiring managers to use when selecting talent for the organization. By using questions that are structured in such a way so that the candidate can “Tell you about a time when…” and so forth, behavioral interviewing has given leaders insight into understanding how candidates think and how they have behaved in the past. Behavioral experts believe that the best way to predict future behavior is past behavior. Behavioral interviewing builds on this premise.

But that’s only one piece of the puzzle.

In order to get as well rounded and complete a picture as possible, it’s crucial that leaders incorporate an interviewing process and style that blends different methodologies and practices into one, instead of solely relying on behavioral interviewing, even when based on specific competencies. Read more

Converting Interviews to Successful Hires

Ten years after the disastrous financial crisis of 2007, we find ourselves back in a job seeker’s market where unemployment is at an all-time low and companies struggle to attract and retain the best candidates. As a business leader, you have so many things on your plate. Sifting through hundreds of resumes and interviewing dozens of candidates is time consuming and in the interest of time, there is a temptation by many leaders to hurry up and “fill the seats” as quickly as possible.

But what happens when you make a job offer and the candidate turns you down? Do you know how many candidates have declined offers? Do you know how many candidates may have self-selected to “opt out” of your selection process before even getting to an offer stage? Read more

Talent Mapping – The Recipe for Today’s Succession Planning

“Succession Planning” is a term that seems outdated – a process-laden, long-range staffing plan for a large organization.  A more apt name would be “Talent Mapping” – a streamlined version of identifying qualified and inspired employees to fill future positions as and when they are needed.

Businesses of all sizes and types are susceptible to sudden vacancies of key positions.  What restaurant can afford to lose its top chef? Who will take on key client accounts when a high-performing salesperson retires? How will the family business continue if family members no longer want to run it? Will the non-profit mission be carried forward under new leadership? Read more