I never get tired of talking about social communities and their impact on brands and the recruiting process for the right talent. But what does it mean to “manage” communities – and what is the role of a “community manager” in today’s social business environment?
This week in the TalentCulture community, we’re going to examine employee engagement— the lack of it, the skills needed for it, the mindful state required to understand the very notion of it. It’s controversial, but it begs our attention…
Working at the speed of business – what exactly IS the speed limit, anyway? The TalentCulture community takes on this question at #TChat this week…
In the national discussion on jobs, the plight of underemployed workers and unlucky job seekers captures the lead. If you’re lucky enough to live and work in Massachusetts, the story is more upbeat…
What qualities are essential in an effective leader? That’s the topic we’ll explore at this week’s #TChat forum – focusing on a great new business book, “The Character Based Leader” …
Why is lifelong learning so critical to professional success? And how can individuals and businesses harness it more effectively at any age – in an era of social technologies? The TalentCulture community weighs in on #TChat Twitter…
Today’s workforce is multi-generational – but unlike 10 or even 20 years ago, age is not the primary determinant of management status. What does this generational mix mean for workplace culture – and how effective are new development models, such as reverse mentoring?
Businesses are calculating the risks and rewards of social media involvement as never before. But these days, when deciding how social media fits into the workplace, leaders would be wise to watch and listen for signals from employees. The noise is deafening…
Being recognized as a leader in social media is both humbling and invigorating. Today I am twice grateful for recognition…
We live the social business dream here at TalentCulture. But what do these breakthrough technologies really mean for global business performance? Is increased productivity, collaboration and access to better business insight making a measurable impact?
Long before the digital age arrived, with its unrelenting firehose of disruptive technologies, the terms “social”, “learning” and “business” made sense within the same sentence. Today’s workplace just exposes the relationship more than ever. But how can organizations make the most of new-school learning possibilities?
It’s a tangled web we weave in this global economy, when companies and individuals, alike, are motivated to avoid costs of doing business. Convoluted tax codes and conflicting international regulations don’t help.
Employer brands and personal brands – is alignment required? Should employers strive to promote a fit? And what is a good balance – for better or worse? We’ll explore these issues and more at #TChat this week…
In today’s increasingly informal work environment, what’s the most appropriate want to bring new hires and contractors into the fold? How can you make a lasting first impression, and support new hires throughout their indoctrination?
Is it time for chief culture officers to emerge in the workplace? Is this what it will take to provide a bridge between executive leadership, business culture and an increasingly disaffected workforce? That’s what was on our minds at TalentCulture this week…
Human Resources…what does it mean to most people in today’s workplace? HR is usually seen less a curators of workplace culture and more as the police brought in to direct traffic or quell a riot. So how do we change it up? What can we do to add value?
I’d like to talk about several pet theories about employer/employee relationships. First, employees work to make money. Second, it’s Maslow’s world, and we just live in it. So what does this mean for the world of work? Let’s look closer…
Why is employee retention such a difficult job, at a time when many companies are scoring record profits and sitting on cash? Some people say, “It’s the economy, stupid.” But many HR practitioners admit that the recruiting process is broken — and they’re unsure about how to turn it around.
Innovation and entrepreneurship, paired with good old-fashioned hard work, have created a new era of “fringe” benefits. But despite all the fancy tricks organizations offer these days, it seems like they may not get it. Recognition 101 = Listening.
Because we don’t blink here at TalentCulture, this seems like a good time to talk about the elephant in the room: job haves and have nots. But we are talent strategy professionals. It’s our job to think and talk about these things. So together, perhaps we can generate some solutions…
Is it really a small world after all when it comes to human capital management? Is it possible to balance a global workforce so it functions as one big happy team? Can domestic leadership spur international success? These are the questions we’ll ponder in the TalentCulture community…
“It seems to me, while it’s true that every dog will have his day — when all the bones are buried there is barely time to go outside and play…” —Neil Peart At least we all agree that 50 clicks to apply for a job online is frustrating, even egregious. Mercy, 10 clicks is like 49 years in dog years these days — millions of automated job application processes painfully processed each year. It’s “customer service” crystal clear that the more hoops you make prospects and customers jump through, the less likely they’re going to jump. Same with job candidates and current
It’s an understatement to say that first contact with a recruiter can be stressful. Like a “close encounter” with a space alien – job applicants never really quite know what to expect. The ramifications can be profound – even if those consequences are unintended. So what can we, as talent-minded professionals, do to improve that first impression? How can we lead the way to better outcomes?
Most businesses around the world are small. Small businesses generate most new jobs. Most full-time and part-time jobs exist at larger companies. And all in between is the continuing rise of the freelance nation. Now, while many of us who participate regularly in the weekly #TChat Twitter Chat are unemployable freelance free spirits who wax poetically — and I say that with all due respect — I’d argue that most of those full-time and part-time jobs are on the job, meaning required to be in the office, in periodic collectives to individual desk time, most of the time. My fellow free spirits may throw
Do you work with the person in the next cube, or is your closest associate half a world away? Do you work in an office with walls or an Internet café? Is your favorite mode of communication a quick water cooler chat, an IM or a detailed email? Are your go-to teammates working on your current project, with you, or working on other projects, elsewhere? Today it could be any or all of the above as people find themselves working in geographically distributed multigenerational teams. Even independent contributors work on teams. Whether you’re in an office or a cube, a train
