Are You Sugarcoating Your Feedback Without Realizing It?

Harvard business - Tue, 10/08/2019 - 07:00

Making critical feedback “nice” doesn’t make it more effective.

Categories: Blogs

Advice on Launching a Tech Startup When You’re Not a White Man

Harvard business - Tue, 10/08/2019 - 06:05

Five things to know.

Categories: Blogs

Labor Law Postings: 3 Employee Groups with Unique Posting Requirements #MindTheGap

Hr Bartender - Tue, 10/08/2019 - 02:57

(Editor’s Note: Today’s article is brought to you by our friends at Poster Guard® Compliance Protection, a division of HRdirect and the leading labor law poster service that gets your business up to date with all required federal, state and local labor law postings, and then keeps it that way — for an entire year. Enjoy the article!)

A little history about today’s image. “Mind the Gap” is a warning phrase used to advise passengers to take caution when crossing the spatial gap between a train door and station platform. It was first introduced in the 1960’s on the London Underground. So, my take is the phrase is designed to remind us to maintain safety in an area where we probably already feel very comfortable.

Today’s topic is exactly why I wanted to share a little bit of history about “Mind the Gap”. It’s very easy to dismiss warnings about labor law posters with “Oh, we have all the right ones.” or “There will be headlines everywhere when our posters need to be updated.” Not true. While I’m not saying that government agencies are out to catch businesses that aren’t in compliance, it’s important to realize that in today’s “signal and noise” world, there’s no guarantee that labor law poster updates are going to automatically move into the trending topics section of your favorite social media platform.

So, in the first article of a three-part series, I want to talk about how labor law posters have some unique requirements for certain employee groups.

Group #1: Postings for Job Applicants

Gap #1: Don’t Assume Labor Law Postings are Only for Employees

We have a tendency to think of labor law postings as being just for our employees. Truth is, four of the six mandatory federal postings apply to applicants as well.  There are also state and local requirements.  Physical postings must be displayed for applicants that come into your office for pre-employment interviews, testing or any part of the application process. By law, applicants must be able to view these federal postings in your business:

  • Equal Employment Opportunity Commission (EEOC)
  • Family and Medical Leave Act (FMLA)
  • Employee Polygraph Protection Act (EPPA)
  • USERRA – Uniformed Services Employment and Reemployment Rights Act (also known as USERRA and recommended as a best practice because the law applies to applicants)

And if your organization accepts online applications, there needs to be a way for applicants to view them there too. In an article on the ApplicantStack blog, 98% of Fortune 500 Companies are using applicant tracking systems (ATS), 66% of large companies use ATS, and 35% of small companies. As more organizations look to technology to help them automate their processes, they need to think about compliance.

Group #2: Spanish Language Postings

Gap #2: Don’t Assume Spanish Language Postings Only Apply When You Have Spanish Speaking Employees

As of July 1, 2017, the U.S. Census reports that the Hispanic population of the United States was 58.9 million, making people of Hispanic origin the nation’s largest ethnic or racial minority. There are ten states with a population of more than one million Hispanic residents: AZ, CA, CO, FL, GA, IL, NJ, NM, NY, and TX.

Twenty-one (21) states and territories are required by law to have certain labor law postings in English and Spanish, regardless of the composition of the workforce. Additional laws apply if you have locations with a significant number of Spanish-speaking employees who are not proficient in English. Those locations must post certain federal labor law postings in both English and Spanish. Though not mandatory, it is in your best interest to display all of the state posters in English and Spanish in those locations as well.

Organizations cannot make the assumption that, if they do not have Spanish-speaking workers, they don’t need Spanish language posters. They also cannot assume if they have bilingual employees that they don’t need Spanish language labor law postings just because those employees also speak English.  

Group #3: Postings for Remote Workers

Gap #3: Don’t Assume that Labor Law Postings are Only for Office Environments

According to the small business funding site Fundera, over 3.7 million employees work from home at least half of their time. That’s roughly 3% of the entire U.S. workforce. If you’re thinking that doesn’t seem like a lot, keep in mind this represents a 115% increase in telecommuting since 2005.

Working from home is popular for several reasons. It reduces the costs for commercial office space, decreases our carbon footprint, and makes employees more productive. In an article from the Society for Human Resource Management (SHRM), telecommuting employees are more productive and save companies billions.

Organizations with a remote workforce need to audit their processes to ensure everyone has access to labor law postings. Some recent U.S. Department of Labor opinion letters and court cases have determined that electronic notices are a reasonable alternative for remote works.

Close the Compliance Gap with Your Labor Law Postings

I’d like to think that most employers know they need to have labor law postings. But I can also see organizations forgetting to “mind the gap” where postings are concerned and forgetting to take the extra caution that needs to take place with applicants, Spanish language postings, and remote workers.

But the good news is that organizations don’t have to spend hours researching this information. Our friends at Poster Guard have a Labor Law Poster Service that will do it for you. Yep, that’s right. Poster Guard monitors labor law requirements (at the federal, state, and local level) and lets you know when things change. They also provide you with replacement posters every time there’s a change FREE of charge!

Frankly, this is a no brainer for me. As a human resources professional, I have so many other things I need to spend my time on than researching labor law posters. Personally, I would much rather have a professional service do what they do best, which frees up my time to recruit, engage, and retain the best employees.

P.S. Stay tuned for part two in this series when we talk about how different industries require different labor law postings. In the meantime, you can test your labor law poster knowledge with Poster Guard’s Mind the Gap quiz.

The post Labor Law Postings: 3 Employee Groups with Unique Posting Requirements #MindTheGap appeared first on hr bartender.

Categories: Blogs

Introducing Season Four

Harvard business - Mon, 10/07/2019 - 11:38

Women at Work is back Oct. 14 with stories, conversations, and practical advice about being a woman in the workplace. Expect to hear from us every Monday for the next couple of months. Our theme music is Matt Hill’s “City In Motion,” provided by Audio Network.

Categories: Blogs

Social Anxiety and Success

Harvard business - Mon, 10/07/2019 - 10:19

We’re often told that to succeed in the workplace, you need to bring your A game, play office politics, and network nonstop. But how do you do that when you suffer from social anxiety?

Host Morra Aarons-Mele speaks with Ellen Hendriksen, a clinical psychologist, and Arvind Rajan, the CEO of Cricket Health and a former executive at LinkedIn, to discuss his journey with anxiety.

Categories: Blogs

Stephen Schwarzman’s 25 Rules for Work & Life

Leadershipnow - Mon, 10/07/2019 - 09:51

BLACKSTONE chairman, CEO, and co-founder Stephen Schwarzman has written a book about the potential that can be realized when you combine personal responsibility with ambition. What It Takes: Lessons in the Pursuit of Excellence chronicles his life leading up to the founding of Blackstone and the journey to build it into what it has become today. He shares the lessons and the opportunities that have come his way as a result of his success. It is inspiring and instructive. Well worth the time to read.

Schwarzman grew up in a successful entrepreneurial family selling curtains and linens in Philadelphia. His Dad was content with the one store. Schwarzman was not. He had more ambition. Even in high school he wanted to create something more than the status quo. Through connections and hard work, he got a popular rhythm and blues group of the late 50s, Little Anthony and the Imperials, to come and play at his school. He learned that “if you want something badly enough, you can find a way. You can create it out of nothing. But wanting something isn’t enough. If you’re going to pursue difficult goals, you’re inevitably going to fall short sometimes. It’s one of the costs of ambition.” But you try anyway.

With good grades and being fleet-of-foot, he was admitted to Yale University. Like most freshmen, he was lonely and intimidated. He got through it and during the summer he grew in confidence by taking a job at sea. With a new mindset he began his sophomore year determined to make it create something out of nothing as he did in high school. He started a dorm room business and a dance society to bring girls around. His determination and creativity make for a good read.

After graduation he got a job at Donaldson Lufkin Jenrette, went to Harvard Business School and ended up at Lehman. This is where he really learned about finance and discovered his strengths. He left Lehman and in 1985 Schwarzman co-founded Blackstone with his mentor and friend Pete Peterson with a $400,000 investment. Today, Blackstone has over $500 billion in assets under management. But as with all new ventures it had its share of inflection points, setbacks and disappointments.

He says, “To be successful you have to put yourself in situations and places you have no right being in. You shake your head at your stupidity. Bu through sheer will, you wear the world down, and it gives you what you want.” Here are 25 more rules for work and life that are woven throughout his book:

It’s as easy to do something big as it is to do something small, so reach for a fantasy worthy of your pursuit, with rewards commensurate to your effort.

The best executives are made, not born. They never stop learning. Study the people and organizations in your life that have had enormous success. They offer a free course from the real world to help you improve.

Write or call the people you admire, and ask for advice or a meeting. You never know who will be willing to meet with you. You may end up learning something important or form a connection you can leverage for the rest of your life. Meeting people early in life creates an unusual bond.

There is nothing more interesting to people than their own problems. Think about what others are dealing with, and try to come up with ideas to help them. Almost anyone, however senior or important, is receptive to good ideas provided you are thoughtful.

Every business is a closed, integrated system with a set of distinct but interrelated parts. Great managers understand how each part works on its own and in relation to all the others.

Information is the most important asset in business. The more you know, the more perspectives you have, and the more likely you are to spot patterns and anomalies before your competition. So always be open to new inputs, whether they are people, experiences, or knowledge.

When you’re young, only take a job that provides you with a steep learning curve and strong training. First jobs are foundational. Don’t take a job just because it seems prestigious.

When presenting yourself, remember that impressions matter. The whole picture has to be right. Others will be watching for all sorts of clues and cues that tell who you are. Be on time. Be authentic. Be prepared.

No one person, however smart, can solve every problem. But an army of smart people talking openly with one another will.

People in a tough spot often focus on their own problems, when the answer usually lies in fixing someone else’s.

Believe in something greater than yourself and your personal needs. It can be your company, your country, or a duty for service. Any challenge you tackle that is inspired by your beliefs and core values will be worth it, regardless of whether you succeed or fail.

Never deviate from your sense of right and wrong. Your integrity must be unquestionable. It is easy to do what’s right when you don’t have to write a check or suffer any consequences. It’s harder when you have to give something up. Always do what you say you will, and never mislead anyone for your own advantage.

Be bold. Successful entrepreneurs, managers, and individuals have the confidence and courage to act when the moment seems right. They accept risk when others are cautious and take action when everyone else is frozen, but they do so smartly. This trait is the mark of a leader.

Never get complacent. Nothing is forever. Whether it is an individual or a business, your competition will defeat you if you are not constantly seeking ways to reinvent and improve yourself. Organizations, especially, are more fragile than you think.

Sales rarely get made on the first pitch. Just because you believe in something doesn’t mean everyone else will. You need to be able to sell your vision with conviction over and over again. Most people don’t like change, so you need to be able to convince them why they should accept it. Don't be afraid to ask for what you want.

If you see a huge, transformative opportunity, don’t worry that no one else is pursuing it. You might be seeing something others don’t. The harder the problem is, the more limited the competition, and the greater the reward for whomever can solve it.

Success comes down to rare moments of opportunity. Be open, alert, and ready to seize them. Gather the right people and resources; then commit. If you’re not prepared to apply that kind of effort, either the opportunity isn’t as compelling as you think or you are not the right person to pursue it.

Time wounds all deals, sometimes even fatally. Often the longer you wait, the more surprises await you. In tough negotiations especially, keep everyone at the table long enough to reach an agreement.

Don’t lose money!!! Objectively assess the risks of every opportunity.

Make decisions when you are ready, not under pressure. Others will always push you to make a decision for their own purposes, internal politics, or some other external need. But you can almost always say, “I think I need a little more time to think about this. I’ll get back to you.” This tactic is very effective at defusing even the most difficult and uncomfortable situations.

Worrying is an active, liberating activity. If channeled appropriately, it allows you to articulate the downside in any situation and drives you to take action to avoid it.

Failure is the best teacher in an organization. Talk about failures openly and objectively. Analyze what went wrong. You will learn new rules for decision making and organizational behavior. If evaluated well, failures have the potential to change the course of any organization and make it more successful in the future.

Hire 10s whenever you can. They are proactive about sensing problems, designing solutions, and taking a business in new directions. They also attract and hire other 10s. You can always build something around a 10.

Be there for the people you know to be good, even when everyone else is walking away. Anyone can end up in a tough situation. A random act of kindness in someone’s time of need can change the course of a life and create an unexpected friendship or loyalty.

Everyone has dreams. Do what you can to help others achieve theirs.

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Categories: Blogs

LEADERSHIP SIGNALS WEEK: Elizabeth Warren Sends a Signal on Values...

Hr Capitalis - Mon, 10/07/2019 - 09:22
Capitalist Note: It's "Leadership Signals Week" here at the HR Capitalist, where I talk about things I've seen leaders communicate over the last couple of weeks that speak volumes about what they want their followers to think. Communication matters if... Kris Dunn
Categories: Blogs

Why Companies Do “Innovation Theater” Instead of Actual Innovation

Harvard business - Mon, 10/07/2019 - 09:00

They put too much focus on process and not enough on product.

Categories: Blogs

Will a Bachelor’s Degree Matter as Much for Gen Z?

Harvard business - Mon, 10/07/2019 - 08:00

Faster and cheaper pathways to good first jobs are emerging.

Categories: Blogs

Why Some Rules Are More Likely to Be Broken

Harvard business - Mon, 10/07/2019 - 07:00

And how to write regulations that people actually follow.

Categories: Blogs

Research: People Want Their Employers to Talk About Mental Health

Harvard business - Mon, 10/07/2019 - 06:05

Nearly 60% of employees have never discussed their mental health at work.

Categories: Blogs

The 9 Faces of HR – Which One Are You

Hr Bartender - Sun, 10/06/2019 - 02:57

I want to be a bit nostalgic today. The very first article I ever published on HR Bartender was based on something written by Kris Dunn, chief human resources author at Kinetix and founder of the wildly popular blogs The HR Capitalist and Fistful of Talent

The reason I’m bringing this up is because that very first article talked about our actions speaking louder than words. And all these years later, that old cliché still rings true. As HR professionals, we need to figure out what we want to be known for and demonstrate it with our actions. The good news is we don’t have to figure it out all on our own.

Kris Dunn has written a new book titled “The 9 Faces of HR: A Disruptor’s Guide to Mastering Innovation and Driving Real Change”. The book does a deep dive into career development for human resources professionals. This is something I don’t believe that we spend a lot of time doing because we’re so busy taking care of everyone else in the company. So, I asked Kris if he would share with us his insights and thankfully, he said yes.

Kris, congratulations on the success of your book, “The 9 Faces of HR”. For those people who haven’t picked up a copy yet, tell us why you wrote this book?

[Dunn] Thanks for your interest in ‘The 9 Faces of HR’! I wrote the book because I felt like the world of HR needed a career guidebook. If there’s one thing that’s constant in our current world of work, it’s change. In our desire to help others through environments with massive change, we’ve forgotten to take care of ourselves in HR.

The world’s moving pretty fast these days. I have a lot of examples in my own network of HR pros at all levels being impacted by change. I believe 100% they could have avoided layoffs, built better relationships across their organization and more – if only they were aware of the signals they were sending about change and innovation. 

My second goal was to write a book that’s more entertaining than the average HR book. The 9 Faces was a blast to write and hopefully, readers will find it educational and enjoyable. 

The “9 Faces” as it’s explained in the book is similar to the traditional 9-box grid, which many HR professionals will be familiar with. But I’m dying to know, how did you come up with the names for the 9 Faces?

[Dunn] Ha – you know how I came up with the names – I just looked around and decided what to call people with very specific worldviews. Most people who read the book automatically recognize the faces, because they’ve seen them all before in the world of HR. Everyone knows the ‘Cop’, the ‘Judge’ and the ‘Assassin’. I might have had to brainstorm a bit more on the others, but I think I found names that automatically give the reader a sense of the person/persona they’re looking at.

You could have done the naming idependent of me and there’s a good chance 3 or 4 of the 9 names are the same. We know these characters well in the world of HR!

I’m always drawn to books like yours because I want to find out “What Face am I?” How would you suggest someone go through that self-discovery process?

[Dunn] There are good instructions in the book for this and it’s pretty easy. 

  • Simply find a behavioral assessment you have access to (preferably with a cognitive component) and go through that assessment. 
  • Once you’ve completed that, locate your scores for cognitive, assertiveness, rules orientation, and detail orientation and browse the chapters that detail each of the 9 Faces. 
  • Find a profile that matches you and cross reference to make sure you’re at the right career level and presto – you’ve got a hot take regarding which of the 9 Faces you are.

I’m also available to put anyone who buys the book through our house assessment platform and will share the results and give a reading on which face that person is. Just ping me!

The book doesn’t just talk about the “9 Faces”. It provides a playbook for taking ownership for your career development. Once I understand what Face I am, how should I use this book to develop my career goals?

[Dunn] The key is to use your knowledge/self-awareness of your persona to understand your natural state and the signals you put off. Once you understand that and read the book, you’ll understand that in organizations with change (and who doesn’t have change?), every day is a test. People are constantly evaluating you to understand if you’re fast enough, innovative enough, etc. Related – find a way to say ‘yes’ more, even when you want to say ‘no’.

Last question. I know a lot of people will read this book and want to have their teams do the same. But I don’t know that senior leaders always do a good job of socializing books, articles, etc. around the office. What tips would you give to someone who wants to push this message out into their organization?

[Dunn] I’ve had a lot of HR leaders already buy the book for their teams, with the majority of those really running their own book club – whether they know they’re doing it or not. So, buy the book and have your team read 3-4 chapters at a time and then open it up for conversation:

  • What did they like? 
  • What do they call BS on? 

Early reports suggest this type of open-ended session is pretty dynamic and also meaningful to get HR team members to consider how they are viewed by client groups.

Of course, the book title and the cover draw HR pros in – as you stated earlier. Everyone wants to know which face they are – as well as which faces the people they love (and hate) in the world of HR are as well.

A HUGE thanks to Kris to sharing his knowledge and experience with us. I know you’re going to want to pick up a copy of his book “The 9 Faces of HR” after reading this interview. You can find it on Amazon.

My big takeaway from “The 9 Faces of HR” book is that, as HR pros, we need to remember that our professional development is important. If we want our organizations to succeed, we need to hire, engage, and retain the best employees. That means having a strong HR function. 

The post The 9 Faces of HR – Which One Are You appeared first on hr bartender.

Categories: Blogs

GDP Is Not a Measure of Human Well-Being

Harvard business - Fri, 10/04/2019 - 09:00

We need better measures of development.

Categories: Blogs

Melinda Gates Q&A: A Billion Dollars for Gender Equality

Harvard business - Fri, 10/04/2019 - 08:56

The philanthropist is funding women in a big way. Will others follow?

Categories: Blogs

Who Supports Diversity Policies? It Depends on the Policy

Harvard business - Fri, 10/04/2019 - 08:43

A survey of 1,862 workers breaks down attitudes by race and gender.

Categories: Blogs

Where Online Learning Goes Next

Harvard business - Fri, 10/04/2019 - 07:00

Why don’t more universities let people learn on their phones?

Categories: Blogs

Melinda Gates on Fighting for Gender Equality

Harvard business - Fri, 10/04/2019 - 06:58

Melinda Gates, cochair of the Bill & Melinda Gates Foundation and founder of Pivotal Ventures, is committing $1 billion over the next ten years to advance gender equality. She says evidence shows it’s the best way to drive economic development in nations and performance in companies. She shares her own stories as a female executive at Microsoft, a working mother, and a nonprofit leader learning from women around the world. Gates is the author of the HBR article “Gender Equality Is Within Our Reach.”

Categories: Blogs

5 Things Leaders Do That Stifle Innovation

Harvard business - Fri, 10/04/2019 - 06:05

From being overconfident to taking success for granted.

Categories: Blogs

5 Key Components Of a Non-Disclosure Agreement

Hr Bartender - Fri, 10/04/2019 - 02:57

I’ve always worked in highly competitive industries and I’ve seen two schools of thought when it comes to talent.

In the first camp are the companies that say, “Our industry is so competitive that requiring employees to sign a non-disclosure document is an exercise is futility. We will spend all of our time and money with lawyers and in court.” No offense to my attorney friends, but that wasn’t how the company wanted to spend their resources. They focused their energy on being the best and felt that their actions – with employees and customers – would prevail.

The other side was also focused on being the best. But they had a different philosophy. Those companies said, “Our products and services are unique. We’ve worked hard to get to this place in our business. No one should take that away from us.” And they spent the resources to protect their business secrets by asking employees to sign a non-disclosure agreement (aka NDAs). 

I ran across this infographic about non-disclosure agreements from Legal Templates and thought it was an easy to read overview of what NDAs are and the key components to look for in an NDA.

The reason I told my tale of two companies at the beginning of this article is because, if you’re an organization using non-disclosure agreements (or considering doing so), it’s important to understand why you’re doing them. And to have a conversation with your legal counsel about how you’re going to enforce them.

And today’s article isn’t just for organizations. If you’re an employee or a job seeker, you need to understand non-disclosure agreements as well. Because when you’re presented with one, 1) you need to read it and 2) you need to decide if you’re going to sign it. 

Non-disclosure agreements are serious business. Both parties need to understand the terms of the agreement. The best time to be educated about whether or not you want to engage with one, is before you need to sign one. 

The post 5 Key Components Of a Non-Disclosure Agreement appeared first on hr bartender.

Categories: Blogs

Regaining Confidence

Harvard business - Thu, 10/03/2019 - 15:28

Are you struggling to recover from a setback? Dan and Alison answer your questions with the help of Neil Pasricha, a former Walmart executive and the author of You Are Awesome. They talk through what to do when your confidence is shattered by bad reviews, you’re in a difficult situation that you don’t know how to navigate, or you want to be a high achiever again after plateauing for a while.

Categories: Blogs


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