Why the Job Promotion is a mystery Landing a job promotion isn’t easy. This isn’t surprising because most of us don’t know or understand what we need to demonstrate to our managers. When was the last time your manager coached you on exactly what it takes to land your next job promotion? Today we clear up the mystery. Unless […]
Archive for the ‘Strategic HR’ Category
How to overcome the politics of a job promotion
Posted: by HRNasty in Climbing Career Ladder, Manage your Manager, Recent Graduate, Strategic HR0
Onboarding of a new hire, the HRNasty way to ensure employee success and HR’s reputation
Posted: by HRNasty in Climbing Career Ladder, Manage your Manager, Strategic HRNew Hire Onboarding This past week I went through the onboarding process with a new employee. I got to know this individual well throughout the hiring process and really enjoyed getting to know him so I wasn’t just professionally vested, I was personally vested. On his first day and throughout the first week, I found […]
Employee engagement Employee engagement takes many forms. It surprises me how often executives don’t capitalize on the many opportunities to maximize employee engagement available in an office for not much money or effort. I work for a small tech company that is in growth mode. Consequently, we are doubling our square footage and moving to a […]
Gender Equality, what you need to know to make it to the C Suite
Posted: by HRNasty in Climbing Career Ladder, Company Culture, Over 40, Strategic HR, What HR Really ThinksGender equality and diversity at the leadership level A recent blog, posted on the Economist’s Executive Education Navigator / Economist’s Executive Education Blog, addressed the topic of gender equality in the workplace which I found fascinating. The article made some great points which I felt compelled to write about based on past experience on this particular […]
Building team trust is difficult. Sometimes individuals on our teams don’t seem to want to build a relationship with us as managers. Some folks may have had a bad experience with management in the past and others may look at the job as just a “Jay.Oh.Be”. They don’t come to work with the mindset to build […]
The Mentor program that isn’t a mentor program
Posted: by HRNasty in Climbing Career Ladder, Company Culture, Recent Graduate, Strategic HRThe mentor program of all mentor programs Last week I posted on the topic of why I believe most mentor programs fail. I would be remiss and irresponsible if all I did was bitch on any topic and not provide a solution. This week’s post is the coup de gras, or the “blow of mercy to end the […]
Why mentor programs fail. The play by play breakdown.
Posted: by HRNasty in Company Culture, Strategic HR, What HR Really ThinksAre mentor programs failing us? I believe that one of the best things that any of us can do for our careers is to find, and work with a mentor. Mentors have been there and done that, and with a mentor by our side, we don’t have to re-invent the wheel. Good mentors will introduce […]
Harvard Business Review HR
Posted: by HRNasty in Climbing Career Ladder, Manage your Manager, Strategic HR, What HR Really ThinksThis months #HBR takes a look at why no one likes HR. If you are an HR professional, I would consider this entire issue a must read front to back. This is V.2 to the 10 year old Fast Company article “Why we hate HR” and I add a few thoughts of my own.
Trust in leadership and employee surveys
Posted: by HRNasty in Company Culture, Strategic HR, What HR Really ThinksTrust in Leadership Do your employees trust the leadership team? Last week I shared my beliefs on why I think employees should fill out employee job satisfaction surveys and this is part deux on the same topic. When employees do not want to fill out employee surveys, it is NOT because they don’t see the value in the […]
Employee Survey, can companies track individual answers?
Posted: by HRNasty in Company Culture, Strategic HR, What HR Really ThinksEmployee surveys The topic of employee surveys is always a controversial topic. Management wants to hear employee opinions and employees want to do the right thing but are afraid their answers can be tracked. If you have read this blog, you know that I am always thinking about corporate culture. Part of this is because […]