The business-arena is filled with managers that have a hard time recognizing and keeping talented people, which oftentimes hurts both productivity and the mission of a company. Being a manager is no easy task and requires sharpened instincts and a desire to help subordinates grow with an understanding of creating a win-win situation for the entire team.
We need to talk about her. That employee who has been at the organization for just a year or two and is already doing the work of someone several levels above her current pay band. Despite this woman's outstanding contributions, you haven't promoted her or given her a raise. It's not fair, and you know it.
All eyes will be on Brazil in just a few days, as the world's top athletes join together in Rio for the 2016 Summer Olympics. What happens when daytime television of the XXXI Games begins to take the attention of your employees?
Just because executives can do a job does not mean they should. I have seen this for years and have even found myself involved in tasks that my employees should be doing. I discovered that I was actually involved in a task that clearly was not my role.
The modern incarnation of the interview is out of date and no longer speaks to the needs of companies and the candidates they would like to hire. The current interview has outlived its usefulness and in many ways hinders the hiring process. Simply put, the current interview is dead.
While it must be recognized that there are systematic barriers and HR policies that formally contribute (or don't contribute) to gender equality, here are three practical tips that managers can employ if they want to start removing gender bias from their organizations
We ask most applicants if they've checked out our core business site, and about 60% reply they have. However, our most recent hire really wowed us by not only claiming to have reviewed our homepage but also our (70+) resource pages and entire blog.
Let's face it, tough conversations are a part of life and you've probably had your share. And it doesn't matter if you or someone else initiates it -- whether you are passed over for a promotion, breaking up with a boyfriend or firing an employee -- it can be painful to endure those tough conversations.
As the holiday season was approaching, I received a surprise gift in my email that supported my ongoing activity blogging about how the humanities can support an education in management and my work at the University of San Francisco.
Years from now, are you going to think about that internet video that got a million views your friend sent you, or that film that changed your life?
Many employees, regardless if they hold an executive, middle management or assistant job assume that all they have to do to get promoted is work hard, be loyal and have the appropriate qualifications; in short, they behave as if promotions were automatic.
Even with the enormous amount of attention on transgender issues, most people fail to realize that the transgender community has no legal protections against workplace discrimination, even though the problems are so rampant.