If I Were Running A Company…HRBlogs Weekly Reads 10/30/2015

Written by Tracy

It’s flu season and I caught it last week. I barely got up those few days, but I’m better now and I need to stay away from kids. Anyway, here we go:
It’s Time To Prime The Millennial Generation For Managerial Success by Beth Knuppel
Get To Know Me: Here Comes GenZ by China Gorman

HR has a fascination about millennials because of youth and trying to generalize who they are. Here’s one other thing that has crept up: millennials are in their 30s now. The kid glove stuff doesn’t cut it anymore.

7 Signs that it May be Time to Step Down as a Manager by Dan McCarthy

If you notice, superstars are your great workers, but managers have the presence and knowledge of those roles. Here’s one aspect no one thinks about being a manager: being creative.

We’ve tried to smooth disabled peoples’ path back to work. Why isn’t it helping? by Lydia DePillis

Two thoughts:

  1. The story mentions REI, which recently announced it will be closed for Black Friday and encourage their employees and customers to go outside. I really like REI’s bold move.
  2. My favorite workplace session was a few years ago when I attended the Nonprofit Tech Conference and attended a session about disability workers. What caught my attention was that people with disabilities needed computers, adult care to guide them and at their own cost, but most everyone else need lighting, chairs, and others, and that’s budgeted for the company. The issue isn’t about accommodation because we know that’s necessary. The issue is most of us don’t know what it feels like to have a disability. Maybe we need to have this discussion.

Here’s Why You Need To Develop A Fear Of Missing Out Culture by Jody Ordioni

This sounds like Fantasy Island to me.

Firms Are Wasting Millions Recruiting on Only a Few Campuses by Lauren Rivera

The key term here is “few.” Why only go to a few colleges? Students would want to speak to companies and thanks to rapid technology, it can happen. The question really becomes if the recruiters are ready to be bombarded by students all over the country. Another thing recruiters need to be: media savvy.

If You Feel Left Out at Work, Visualize Money by Aurelia Mok and David De Cremer

So, that’s how Bitcoin works. Also, we can say we want different opportunities and challenges, but money talks and drives nearly everyone.

Having Fun At Work by Tim Sackett

This is what I look for: although the job might be dull, how can the person make their job relevant? Anyone can do their job, it’s how they do their job that matters that could carry to the employer they’re working for.

The Best Data Storytellers Aren’t Always the Numbers People by Alexandra Samuel

I will say this again: you need people who can interpret data and spin it to make your employees better. This is why when I tell people who want to use the “Moneyball” method is fine, but you’re telling me you have a bunch of idiot managers in your company.

Digging in for the Gig Economy by Sue Meisinger

The Gig Economy is real and HR really needs to prepare for this. This is why companies need to stop focusing on retention and focus on finding opportunities for your employees with in the organization.

Crapplicant by Laurie Ruettimann

I had no idea the word exist and apparently was created by recruiters. If so, then they’re terrible recruiters. A great recruiter might be hesitant, but does enough reasearch that this person might be worth the risk.

Why Companies Are So Bad at Treating Employees Like People by Herminia Ibarra

Power and control is a fascinating thing. Speaking of that…

Remember the Guy Who Gave His Employees a $70,000 Minimum Wage? Here’s What Happened Next. by Paul Keegan

Spoiler Alert:

Six months after Price’s announcement, Gravity has defied doubters. Revenue is growing at double the previous rate. Profits have also doubled. Gravity did lose a few customers: Some objected to what seemed like a political statement that put pressure on them to raise their own wages; others feared price hikes or service cutbacks. But media reports suggesting that panicked customers were fleeing have proved false. In fact, Gravity’s customer retention rate rose from 91 to 95 percent in the second quarter. Only two employees quit—a nonevent. Jason Haley isn’t one of them. He is still an employee, and a better paid one.

The biggest problem with Gravity? Dan Price’s brother, Lucas’s lawsuit. The lawsuit basically says Lucas is jealous about his brother’s success and sadly, he might win his lawsuit, though I have no evidence except I think Lucas has something up on his sleeve.

Comic by Ted Rall


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