Businesses in nearly every industry have come to rely on contingent talent as specialists and flexible experts rather than temps who fill vacant seats during absences, seasonal demands or personnel transitions. With increasing frequency, we’re integrating these skilled contractors into our primary workforces. Yet, we still haven’t integrated them into our internal knowledge systems. And that’s a missed opportunity to tap into their intelligence and ideas, especially as the sharing economy’s[...]
Ever had to sit through an hour-long work meeting that had nothing to do with you? The whole time, you’re counting the minutes and dreaming about getting back to work as the speaker starts to sound more and more like Charlie Brown’s mom. This, my friends, is what most people (including organizational behavior professionals) call “soul-crushing bullsh*t.” It’s pointless, it’s unproductive, it’s demotivating - and it might be slowly killing your employees.
Employee engagement is a hot topic among HR teams. It’s a subject that often graces the headlines of staffing news sites and HR initiatives. Everyone knows that higher engagement leads to higher productivity, so it’s no wonder that employers spend thousands of dollars each year attempting to improve their engagement rates. But here’s something that might surprise you: high engagement isn’t always a good thing.
Who are you? This existential question has plagued humans since the dawn of time. We like to think we know ourselves quite well; we’ve been living in our own skin for some time, after all. But if you’ve ever had the experience of someone describing your traits and completely missing the mark, you understand that, sometimes, your version of who you are is radically different from someone else’s. And it’s all because of perception.