SELECT PERSPECTIVES BLOG

Do Your Goals Motivate and Engage Your Employees?

Posted by  Cassandra Walter

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The new year is here, and that means it’s time to set new goals – new year, new goals. Setting goals is a great and efficient way to engage your employees. It gives them direction and motivation as well as a clear frame of reference for success. However, not all goals are created equally. Some goals are more motivating than others. Below are four recommendations for how you can set motivating goals for your employees.


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The Top 10 Human Resources Articles of 2017

Posted by  Claire McCue

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The overhaul of performance management, AI, the rise of the gig economy, HR and recruitment automation, prioritization of the candidate and employee experience, gamification, and millennials becoming the majority workforce are just a few of the changes that 2017 brought to the workplace.


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Follow This Golden Rule During Performance Reviews

Posted by  Jaclyn Menendez

iStock-510465907.jpgWith the end of the year fast approaching, annual performance reviews may be looming in your not-so-distant future. Whether you’re providing reviews or receiving them, it’s typically a stressful time for all involved. Giving feedback is a delicate process on its own, but the performance appraisal process typically doubles as a time to make pay and promotion decisions as well. In order to make this a productive endeavor, I’d like to offer my absolute best piece of advice on your approach to performance reviews:


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Top Benefits You Should Prioritize to Retain Employees

Posted by  Claire McCue

In the current work climate, we’ve seen a shift away from our work lives being separate from personal lives; our work lives blend into our personal lives - and vice-versa - mainly due to technology advancements. While these technology advancements allow us to be effective in both our work and personal lives, they have also lead to a major trend toward finding the perfect “work-life balance.” A key to finding that balance is through the benefits that employers offer to employees.benefits to retain employees


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How to Leverage an Assessment to Fit Your Needs

Posted by  Rachel Reid

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So you find yourself interested in assessments but have no idea how to use them for your unique business needs? This might seem daunting as there are, in fact, many ways to leverage an assessment to fit your needs.  However, understanding the different methods will equip you with the knowledge to add effective tools to your selection and development processes. In fact, the types of assessments and the manner in which they're used vary greatly. Assessments can be used in multiple ways to achieve results, and knowing these options can help HR professionals leverage the assessments in the way that will be most beneficial to their unique hiring procedures.


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Developing and Engaging Millennial Leaders in the Workplace [Whitepaper]

Posted by  Paul Glatzhofer

millennials-working.jpgAs the percentage share of younger workers in the American workforce continues to increase, millennials are starting to have a bigger influence on the organizations looking to employ them. This is especially true as they move into leadership roles. As is the case with every generation, there are certain characteristics common across millennials. Only recently have organizations begun adapting themselves in order to attract and retain these employees.

There are often stark contrasts between the wants and needs of different generations, but the companies that will thrive in the coming years are those who prioritize the accommodation of millennials without boxing out other employees. An organization failing to adapt to this shift in the labor market will see themselves losing market share.


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Why Real-Time Feedback Is the Future of Employee Development

Posted by  Greg Kedenburg

future.jpgAll organizations need to provide their employees with feedback in order to succeed. The form that this feedback takes can either be informal, such as immediate admonishment in negative circumstances or passing praise for a job well done; or it can be formal, like the annual or bi-annual review.

The latter is a relic carried over from companies of yesteryear but is still the most pervasive method of employee performance evaluation. An overwhelming majority of modern organizations still utilize the annual review as their main source of providing feedback, but a new, more effective method, known as continuous feedback, may soon take its place (or supplement it at the very least). Ensuring your organization and employees are developing the adoption of this innovative solution should be high on your to-do list.


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5 Tips to Getting the Most out of Your 360° Feedback Evaluations

Posted by  Alissa Parr, Ph.D.

360-feedback.jpgHula hoops, trolls, pet rocks, beanie babies, and acid-washed jeans…what do they all have in common? They were all fads in their respective times. In the 90s, several professionals thought that 360° feedback was going to be just that. Professionals were quite skeptical about its staying power and its utility in replacing the traditional performance management or development processes. But, skeptics were just that -- 360° feedback has become a household name in organizations and a big focus of HR practices. Over the past 20 plus years, there have been a lot of refinements and process improvements to make them work well.


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4 Challenges Facing Human Resources – Interview With an HR Executive

Posted by  Paul Glatzhofer

hr-challenges.jpgFor regular readers of our blog, you know that we post a lot of content. To ensure that we continue to crank out great content, we are starting a “Friday Leadership Series” that focuses solely on topics related to leadership. As one of the main contributors, I am excited to release some of this content and get your reactions. Below is our first installment in the Friday Leadership Series. Enjoy!

I recently had the opportunity to chat with an HR Executive in the manufacturing sector. This particular executive has her Ph.D. in Organizational Behavior, is a SHRM Senior Certified Professional (SHRM-SCP), and leads the HR function for her organization. She has expertise in organizational development, performance management, leadership development, talent management, and succession planning. She focuses on all facets of the employee/employer relationship from Recruitment to Retirement. During our discussion, I really wanted to hear from her about the challenges we face (and will be facing) as an HR community. Below are some snippets of our conversation.


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How to Reduce Leader Failure

Posted by  Alissa Parr, Ph.D.

leader-failure.jpgLeaders can have a very large influence on the functioning of organizations and teams. They set direction, inspire others to perform, develop staff, drive performance, and much more. They have a huge span of influence and can really dictate the health of the company. Well, what if I told you that approximately 50% of leaders fail at their job? Pretty scary, right?

Failure at this level of the organization can have very widespread impacts. Not only is it a financial burden when taking into account the costs of selection, recruitment, onboarding, and training, but it can also disrupt employee morale and public perceptions of the organization. Additionally, one of the biggest reasons why employees leave their organization is because of their relationship with their manager. If their manager fails to develop effective relationships or set their employees up for success, this negative interaction could influence the subordinate’s motivation to stay with the company.


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