For incentive compensation geeks (of which “I are one”), to quote Charles Dickens: “It was the best of times, it was the worst of times.”
Not only has emphasis been placed on compensation strategies that link pay to performance recently, but I predict it will continue and intensify. By an order of magnitude…
The ethical dilemma facing Human Resources — the function as well as the leader — is significant.
Typically, when people start in HR, they view their roles as more employee-centric; part ombudsman, part “good cop” manager-surrogate. They enjoy doing things that enhance “morale” and “feel-good,” and create perceived contentment within the organization, regardless of these things’ real value to their firm. (more…)
My god… the speed and significance of current, changing trends today are staggering. To simply say, “The times, they are a-changin’” seems, well, just not enough.
Changes are coming, and better to assess the trends today than get caught off guard in the very near future. I believe we are seeing significant shifts around leadership and the employment environment, such as:
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From the “get a grip department…”
I have several HR colleagues who apparently take offense to these new bracelets being circulated for breast cancer awareness. Those little plastic ones made so popular by Lance Armstrong some time ago…
Only these say “I ‘Heart’ Boobies.” (more…)
We frequently hear that “morale is bad,” or words to that effect, usually during some significant organizational change initiative.
Is it really bad? If so, does it matter? In fact, do we really care??
Most importantly, morale shouldn’t be the focus. Morale, in and of itself, is a non-starter. Instead, focus on observable behaviors demonstrated in the workplace.
Is there really a substantial behavior/performance issue, or just normal, elevated apprehension that accompanies all extensive change efforts?
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