After twenty consecutive quarters of revenue decline, IBM’s marketing lead, Michelle Peluso, recently decided that the solution lies in relocating her remote-working team to one of six regional centers. Abandoning IBM’s long-held support for telecommuting, IBM marketers must now move so they can stand ‘shoulder to shoulder’ or leave. This is a policy which didn’t work out well for Yahoo! (or should we say Oath), and will likely fail for IBM marketing.
Continue reading “Creating teams that can’t fail”
Every entrepreneur has at some point wished they could ‘clone’ their best team members. Faced with mounting challenges, they’ve muttered to themselves something along the lines of: “If only I could find someone else like Jane – she just gets it.”
Not literally clone Jane, but mirroring her performance and approach. The ‘chosen few’ are often just that – few. Owners prize employees who are fully engaged with the culture, committed to the mission, delivering against their goals and sharing the journey. Replicating that approach is key to scaling the business. Continue reading “Cloning your key staff”
Fresh on the heels of harassment claims at Uber, come revelations about widespread sharing and lewd discussion of photos of servicewomen in the US Marines. Different organizations, with similar institutional failings of respect and systemic bias. The Marines have a clear mission, established processes, discipline, levels of transparency unimaginable in the commercial sector, and yet tens of thousands of its staff appear to be engaged in illicit and destructive behavior.
Let’s be clear – the stories we read about institutionalized discrimination and harassment at high profile companies like Uber, are not just a failing of management, but of HR. Most of us don’t enter the HR field to protect institutions, post-rationalize actions, or build legal cases. We enter it to help people reach their potential. Sometimes we need to speak truth to power. When the time comes, how will you respond when careers, well-being, livelihoods and reputations are on the line?
Continue reading “Become an HR Rebel with a Cause at HR West 2017”
Many organizations struggle with employee engagement. They seek better performance from their staff while at the same time giving them a sense of purpose. But their efforts fall short and in some cases are demotivating and disenfranchising. In our latest white paper, we examine the path to a creating a high-performance culture. First off, we take a look at the history behind performance reviews – the standard way to assess employee contribution. Spoiler alert – they are broken and being abandoned by many high-profile organizations.
Continue reading “Ignite Your Culture – a White Paper about Creating a Culture of Ownership”
Ever had a coworker take credit for your ideas in a team meeting? You’re not alone. This behavior can be frustrating for hard-working staff who deserve recognition. Managers find it a challenge since they need objective information to differentiate between self-promoters and true achievers.
Continue reading “Separating Self-Promoters from High Achievers”
Managers are bombarded by confusing advice about the wants and needs of millennials. Already the largest working generation, the 54m Americans between 18 and 34 represent tremendous potential for organizations. They tend to be well adapted to change, technologically savvy, and poised to unleash innovation. But as a manager, how do we successfully motivate this group to maximize satisfaction and opportunity for both the individual, manager and business? Millennials want feedback, but how often and how do you know it’s constructive? How do you match a need for control with a desire for autonomy?
Continue reading “Managing Millennials – Balancing Control with Autonomy”
Welcome to the latest Options4Growth blog! We’re your go-to source for all topics related to HR compliance and so much more.
It’s easy for small and mid-sized organizations to focus so much attention on day-to-day business issues that they forget to keep tabs on an area that could be a serious and costly liability – human resources compliance. Small business owners may not have the resources to properly dedicate to all of the issues involved with human resources compliance, but it doesn’t mean they’re any less liable for them. Let’s have a look at some of the top compliance-related issues companies may face.
Continue reading “HR: 5 Human Resources Compliance Mistakes You Don’t Want to Make”
Kirsti Tcherkoyan, Co-Founder of Options4Growth, was recently profiled in Forbes Online. Kirsti and her business partner, Jill Pappenheimer, have a unique approach to running their business—they honor their people. They hire people who can no longer work 60 hours a week, but don’t want to be limited by what part-tme employment opportunities may offer. People want flexibility to pick up the kids, or care for their elderly parents. The employees of Options4Growth drive their own work schedules, so they can prioritize their lives. Kirsti and Jill’s approach is to empower employees to volunteer their time, give back to their communities, take care of themselves and their families.
Continue reading “Options4Growth Co-Founder Kirsti Tcherkoyan Profiled in Forbes Online”
I have to say we are not in the habit of blogging, but we have a big announcement to make, hence the shout out. Options4Growth has been consistently delivering the message to our clients and our network about the importance of connecting “people” to the organization’s strategy. When employees share in the creation of their roles and responsibilities and can see the link to the company initiatives, change happens, accountability and engagement occurs.
Conceptually, this makes good sense, but how do you implement? As of last week Options4Growth has engaged on our own journey of practice what you preach. We now have our own proprietary, cloud based tool, that helps employees engage, perform and move in the same forward direction, together, toward the completion of company initiatives. Key word here is “together”.
Continue reading ““OpaConnect” Links People to Strategy”