In our recent blog, Agile Organization: What did Zappos do that you didn’t?, we talked about the agile organization, principles that change the focus from imposing controls and standards to empowering collaboration and innovation. But how do you break that down and make it relevant and practical for your HR department? Read more
As early as 2012, Josh Bersin’s keynote at Deloit’s Impact Conference, focused specifically on how Agile, “the ability to create and respond to change in order to succeed in an uncertain and turbulent environment” was essential for businesses to be nimble and responsive, as the landscape changes frequently and in unexpected ways. Read more
It can be tough keeping up with all of the changes coming out of Washington and Sacramento; it seems every hour there’s an announcement on new or modified regulations in the workplace.
On January 1st, 2018, California unveiled a new law prohibiting employers from using an individual’s prior salary as a factor in setting pay rates. This law extends to public and private employers, as well as their agents, and it mandates that employers may not seek any information about an applicant’s current or past “compensation and benefits.”
That’s right. California’s salary history ban makes it illegal for employers to ask candidates how they are currently (or were formerly) compensated at work.
Mark was the CEO of a Stage 3 successful internet startup and was having sleepless nights about his employee relations issues. He knew he was only one employee away from a wage and hour claim, his team had grown from 1 to 100, they were passionate about their business and driven to meet demanding schedules. They didn’t want a corporate feel of policies, procedures, handbooks, but the prospect of financial ruin from noncompliance stalked him daily. He needed a Director of HR, preferably yesterday, but his informal networks yielded very little and the quality that flooded in via monster.com was not up to par.
Each generation in America is defined by a turning point, a reality that is all theirs, or an event that marks them forever.
How do employers connect them to the present reality, by using each one’s group understanding and get everyone on the same page? How do companies develop culture and engagement to make everyone feel connected? How do we nurture productivity, cooperative work, and innovation in our generational melting pots?
So often winning the coveted, shiny object seems to slip through our fingers and end up the prize of somebody else. What if, we could just make it ours, without truly earning it?
Employee Appreciation Day is officially today…. but here at Peoplescape we think that everyday should be a day that you are grateful for something. Granted, not every employer-employee relationship elicits unbridled gratitude every single day. But, there are many simple ways that you can show your appreciation for your employees all throughout the year, when the mood strikes! Read more
More than 85% of men in the US are shorter than 6ft tall, yet almost 60% of corporate CEOs are over 6ft tall. (Blink by Malcolm Gladwell).
Unconscious bias is an awkward subject. Acknowledging it says we limit the way we relate to others, our view of the world and how we lead our organizations, our communities, and our families. Let’s be honest, we don’t want to admit our bias. In this watershed year, however, everything has changed. The veil has been lifted and the status quo is not an option. Read more
When you think of companies with a reputation for treating their employees well; Google, Netflix, Salesforce, PwC, L’Oreal and GE immediately come to mind. You think of them despite never having worked for them nor knowing anyone who does. Importantly because they have succeeded in employer branding. Employer branding is the method which companies utilize to define and establish their stature as an employer. Read more
Hot off the press just this month:
- Twice as many male managers now feel uncomfortable working alone with women than before #MeToo. Lean-in survey Jan 2018.
- The #1 workplace charge filed in the USA in 2017 was Retaliation (48.8% of charges), reports the Equal Employment Opportunities Commission. link.
With both sexual harassment reporting and retaliation at such a high, could our companies, be punishing women somehow, for speaking out against workplace harassment, without even realizing it? Read more