While most workers don’t expect to get a little extra something from their bosses this year, many companies are, in fact, doling out holiday bonuses. Of 368 human resource professionals and executives surveyed in Bloomberg BNA’s annual Year End-Holiday Practices survey, 42 percent said that they planned to give end-of-year bonuses, with most employers opting for cash over gifts.
Every well-meaning small business owner is capable of inflicting wounds that stifle drive, trust, employee engagement and motivation. Maybe not as blatantly as calling out incompetence, but neglect and disrespect through lack of communication de-motivates too. Worst of all, we don’t even know we are doing it.
Job growth and wages are on the rise, which should signal a great time for businesses in the U.S.—except that no one wants to run them. Only one-third of U.S. workers believe becoming a manager will advance their careers, according to recent survey by professional staffing website Addison Group.
The most significant challenge for tech coworking spaces is usually having enough physical space, equipment and bandwidth for multiple creators to be able to work on a diverse number of projects at the same time. But women using hackerspaces often face another challenge as well – overcoming the tech world’s male-dominated “brogrammer” culture.
Sometimes, a real no-brainer, problem-solver of a product can crash and burn spectacularly upon entering the market. This isn’t limited to the Pepsi Clears of the world, where sheer ridiculousness doomed the idea from the start: According to Nielsen data, 85 percent of new consumer packaged goods will fail within two years. Marketing snafus, bad luck and timing aside, pitfalls in the process of product design are often to blame. Catching oneself before blundering into them takes a conscious effort, as several local designers and makers illustrate.
I’ve been thinking a lot about a 3-year-old book in recent days- — even more so in the aftermath of the recent study mission to Chicago. The book is Brad Feld’s Startup Communities — a how-to manual for building vibrant, connected communities of innovative companies and entrepreneurs.
I just started a new job where I am an exempt employee. When I started, I was asked to provide a “regular work schedule” that I selected as 7:30 a.m.-4:00 p.m. When I inquired about coming in at 8:30 on Monday and Friday mornings, my employer said they didn’t favor that and as a new employee, I didn’t feel comfortable pushing back. As an exempt employee, what are the rules about standard hours?
The balance of power in the workplace has begun to shift subtly from employers to employees, resulting in what the Harvard Business Review dubs a “candidate-driven” economy. That means if you’re a young professional unhappy with what you’re doing, you’re in a better position than ever to make a move.
It’s an unwritten but long-standing axiom in business: You can’t get to the top alone. You need a mentor in your corner who is older and wiser. As a young, aspiring publisher almost 27 years ago, I certainly had help from all around. The business owners with whom I spoke supported me with their wisdom, as they continue to do today. I’ve received guidance, know its value and am extremely grateful.
The economy is recovering, companies are spending more on benefits, employee satisfaction and retention are being monitored. And the holiday party is declining. Could it be that people don’t like it?
Of course we care about our clients, but are they feelin’ it? You may think you are doing a great job of appreciating clients, but consider this disconnect: According to a Harvard Management Update generated by Bain and Co., 80 percent of companies believe they deliver a superior customer experience, but only 8 percent of their customers agree. Obviously, it’s time to consider some appreciation tactics.
People want to believe they have good instincts, but when it comes to hiring, they can’t best a computer. Hiring managers select worse job candidates than the ones recommended by an algorithm, new research from the National Bureau of Economic Research finds.
You might experience a scenario like this at the office: A colleague, boss or employee is incredibly gifted; they are technically skilled, knowledgeable, strategic and very smart. But a frustrating paradox is that they are terrible communicators: unable to take on other’s perspectives, constantly interrupting and long-winded, putting themselves ahead of others, defensive, inflexible, emotional — you get the drift.
Mention “office party,” and someone is going to have a juicy story, usually involving alcohol-impaired behavior. But according to local experts, your company’s holiday party doesn’t have to be a date that lives in infamy.
According to a recent article, millennials are not frugal when it comes to company cash. Recent research shows that millennials spend more money on business trips than either gen X or baby boomers — on costly expenses ranging from flight upgrades to hotel room service.
In the coming months, Chris Johnson will ask a lot of his employees, whose average age is just 24 years old. He expects to do $30 million in retail sales this third year of manufacturing, recently signed a powerful licensing deal with Disney’s Marvel, and plans to expand from the four products currently on shelves to more than 100 next year. But Johnson’s hiring strategy emphasizes passion over experience, something he says his team has in spades.
The $294 billion California Public Employees’ Retirement System is taking aim at older, white men on corporate boards with a proposed policy aimed at adding more women, minorities and gays to key positions at the largest U.S. companies. Raymond, five years older than the bank’s recommended retirement age of 72, exemplifies that group.
You have 10 seconds to name the key differences that determine if an employee is exempt or nonexempt. Ready, set, go. Oh, you couldn’t do it? Color me surprised. Whether you’re an employer or an employee, not knowing the difference between the two is doing yourself a huge disservice, and, as an employer, can land you in some hot – scalding hot – water.
Studies show that the problem isn’t bad workers as much as bad bosses, who aren’t just a nuisance — they’re expensive. They cost a company productivity and turnover. Yet for some reason they’re being hired again and again. So why are we so rotten at hiring leaders, and how can we change?