This is the delayed version because work has been picking up lately with open enrollment period coming up and also the Nats losing streak is making me depressed and this is somehow making me happy since I’m not focusing on the team. I will have two Weekly reads this week. Here we go:
Although I’m not a voting member (Associate Member), I hope everyone, who is a SHRM General Member, votes for Steve Browne. He would bring respectability to a Board, that has made questionable decisions, and he would listens to the members.
I think ratios don’t matter about CEO-to-Employee, but it does matter how the CEO treats their employees. The temperature in the room is important. Pay is a symptom of the problem.
How to Give Feedback to Someone Who Gets Crazy Defensive by Holly Weeks
One of my favorite stories is before I was leaving to started my own business, someone called me for an accounting position. She called everyday for an update about the position. I told the HR department to not hire her because she was annoying me every day before I left. After I left, the organization hired her anyway. One year later, I returned to the organization as a consultant helping the transition of new executives. The annoying accounting was still there and did nothing but work for one hour and talked to her friend for a long time. It came ahead at the end of the year when the new boss (and others in accounting) did not like her performance and she was saying she did all the work, although she wasn’t at her desk half the time and talking to her friend. She accepted her fate but wanted a good recommendation from the organization, which didn’t happen. Have no idea where she is at now.
This is going to be a trend when some of the parents will argue for their kid. Although the younger generation might be more independent, the parents might be the only road block to adulthood.
I’ve always say, happiness is a temporary emotion. If any business says they’re happy, they’re telling the truth for 30 minutes. It’s joy that people should be looking for.
To grow, you have to be curious and accept the responsibilities ahead. This is why people list professional development as their number one reason for employee satisfaction.
The Emotions That Make Us More Creative by Scott Barry Kaufman
Over the past seven years, research conducted by psychologist, Eddie Harmon-Jones and his colleagues, suggests that the critical variable influencing one’s scope of attention is not emotional valence (positive vs. negative emotions) but motivational intensity, or how strongly you feel compelled to either approach or avoid something. For example, pleasant is a positive emotion, but it has low motivational intensity. In contrast, desire is a positive emotion with high motivational intensity.The researchers showed participants funny video clips of cats (triggering emotions of low motivational intensity) and clips of delicious-looking desserts (bringing out high motivational intensity). Even though both evoked positive emotions, the cat videos, which were simply amusing, broadened the mind (measured by subjects making more holistic matches to a target stimulus), whereas the dessert clips that carried higher motivational intensity narrowed subjects’ scope of attention (subjects made more detail-oriented matches to a target stimulus). And it was similar when looking at video clips that tapped into negative emotions: sadness (a state of low motivational intensity) broadened attentional focus, whereas disgust (a state of high motivational intensity for avoidance) narrowed focus.
Watch out for this key development not only in D.C., but other cities. If telecommuting is what most people want, a great alternative is living near a workplace that has a lot of options after work.
I actually get stressed before vacation like school’s been over for the summer. When I get back to work, I feel refreshed and busy since I have to go through emails.
How Smart Leaders Can Arrive At Really Dumb Decisions by Dianna Booher
Looking at you, Mike Rizzo.
They should care since you have job applicants (aka humans) applying at your company. If you think technology can automatically popped up candidates, you’re in the wrong profession.
Companies need to realize employees have an internal clock of staying with a company for at least two years, and then they become free agents and find the best offer out there. Although companies say they have a permanent position, it’s a two-way contract that either side can broke off for various reasons. Think of free agency in sports.
The moral of the story: build relationships and build them that you’re comfortable and that are outside your zone.
Basically, pick a storage cloud, then save your data and evidence for your accomplishment and hope to get a good raise, either from your current company or someone else.
Inside Amazon: Wrestling Big Ideas in a Bruising Workplace by Jodi Kantor and David Streitfeld
What The NY Times Didn’t Tell You In Its Amazon Workplace Expose by George Anders
It may sound like the Amazon story was how Amazon treats their employees, but read George Anders piece of why Jeffrey Bezos is tough on employees. In my opinion, Bezos pushes too hard on employees, but if you read his history, you understand why he pushes his employees hard. It’s a great point that Bezos is still struggling to find that balance.