Good perks are aimed at making people’s lives outside work easier — but specifically in ways that help them perform better when they’re at work, working. Anti-perks are perks that seem like they could benefit your well-being or productivity, but actually have a lot of potential to harm them.
How To Hire The Right People
A typical job interview is little more than a social call with some predictable choreography. A conference-room meeting, a pristine résumé and the standard questions. To really assess candidates for match with your organization you should come up with better ways for selecting the right people right.
>> on HR, People Operations & Talent Management <<
Written by Adam Bryant, published The New York Times
Tough Lessons Learned on Giving and Receiving Feedback
In this article outlines why feedback is not only needed as a vital process in a company but a true act of kindness towards team members. It shares some of the methods Leo Widrich, co-founder of Buffer, learned for giving and receiving feedback.
>> on Management, Collaboration & Org Design <<
Written by Leo Widrich, published by Buffer Open
Organizational Culture – Who Owns It, Business Or Human Resources?
HR has a major role in enabling the business to live (or change) its culture by supporting it with the appropriate tools, systems and processes, and when needed – professional expertise…but in essence, it’s all about how the people in an organization are nurtured and led. Therefore, it is essential that the business owns a company’s culture – this is especially true when a company decides to change its culture.
>> on Leadership, People Dynamics & Culture <<
Written by Jerry Pico
The Art And Science Of Well-Being At Work
Living in a fast-paced, digitally focused, hyperconnected world often means sacrificing the ability to step back and take a breath. This episode of the McKinsey Podcast examines why a functional mind–body connection is increasingly being noticed as crucial for outstanding and sustained performance of executives and employees.
Read article / Listen to audio >>
>> on Comfort, Community & Well-being <<
Published by McKinsey & Company
How To Improve Employee Engagement in the Workplace
The solution for improving employee engagement requires employers and recruiters to understand that disengagement stems from needs that are going unmet. It’s the company’s job to engage employees by creating a workspace that meets employee’s needs.
>> on HR, People Operations & Talent Management <<
Written by Paul Slezak, published on RecruitLoop
What’s Going On With Employee Empowerment?
Even the largest, most hierarchical organizations, like the military and global multinationals, are seeing the need to create practices of empowerment and distributed decision making that will keep the company nimble and innovating, and make the organization more resilient. Whether this ultimately gets to a “bossless” state of self-management for most companies is unlikely, but there is mounting evidence that the movement towards greater empowerment is both necessary and inevitable.
>> on Management, Collaboration & Org Design <<
Written Edwin Jansen, published on Medium
5 Influences On Organizational Culture To Be Aware Of
Organizational culture should be the vision you have for your company, but this is not always the case. Without direction and positive influences, negative factors can take hold, shaping a company’s culture in a way that can become harmful to the business.
>> on Leadership, People Dynamics & Culture <<
Written by Steffen Maier, published on LinkedIn
Job Crafting And Creating Meaning At Work
Research shows that job crafting can foster engagement, job satisfaction, and resilience. Allowing an employee to influence work scope changes the meaning of that work, and allows them to take ownership of their job.
>> on Comfort, Community & Well-being <<
Published on re:Work
Practices For A Deliberately Developmental Organization
What is a Deliberately Developmental Organisations (DDO)? Aligning the organization to people’s motives to grow, means fostering a culture where development is part of the daily practice and routines.
