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5 Truths: Insourced Leaders Promote From Within

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Insourced focused leaders should be tuning into ways to recruit and retain talent from within for strong results and increased employee satisfaction.

When my parents started in the world of work, there was an unwritten rule: put in two to five years on the job with a set job description and title before making your next move. Impress people, work 50+ hours a week, learn everything, and become essential to the organization. It was a recipe for success pulled straight out of 50s movies, and it was the way to move up the corporate ladder.

With every promotion, the interval between new titles might have gotten a little longer, but the company offered security and a sense of belonging. People might have been restless, but they knew where they stood. Companies retained talent, for the most part, because talent wanted to stay. There was a gold watch at the end, remember.

The path of career people who came up in the 80s, 90s, and now has been much different. Our perception of ‘meaningful work’ is different. Companies have a different attitude, too – I seldom meet anyone who’s been at the same company for more than five years. Perhaps this is par for the course for technical recruiters, or maybe it’s a sign of something different: companies have pulled the corporate ladder out of reach.

For some of my clients, in fact, there’s a belief that hiring from the outside is preferable to promoting from within – the ‘fresh blood builds a stronger company’ idea. While that trend may be good for recruiters, it isn’t cheery news for workers looking for promotions. I hear from people every day looking for work. Some are unemployed, but more feel trapped in a meaningless job or fear their skills have timed out. Many feel there’s no place to grow in their organizations. At the same time, companies bemoan the lack of employee loyalty and engagement.

HR Technology exists to help leaders solve at least a portion of these talent management issues. Maybe it’s time to make internal (upward) mobility a priority again.

What can leaders do to create a culture of loyalty while making growth and innovation a priority?

Here are five ideas to make the next rung of the corporate ladder easier to reach:

  1. Reinstate employee referral bonuses. A staple of fast-growth startups, referral bonuses give employees an incentive to stay – and to bring their talented friends onboard. It might seem risky or profligate in a time of slow job growth, but your top talent wants to work with other talented people, and their networks may be better than yours.
  1. Create an internal talent scouting network. Many managers fear losing their best people. Recognize managers who push talented employees to the next step in the organization. You might not be able to promote them right now, but they are demonstrating their commitment to the company, so find a way to acknowledge and reward them. Why not a 10 or 20 percent finders’ fee for bosses who nurture great employees?
  1. Cultivate fast-start work groups. You know who your best managers are. Choose the best from each department or business unit – especially in traditionally rapid-turnover areas, e.g. sales – and give them a management task: identifying and fast-tracking talent. Make it an MBO goal.
  1. Invest as much in management training next year as you spent on job ads last year. Fortune 500 companies appear to be headed in this direction but smaller companies may not have the leeway to send star performers to Harvard or Wharton for executive training. So look to other sources for courseware and build your own programs. Start with Harvard – MIT edX online offerings and work up and in.
  1. Institute a management and executive book club. Not all business-themed books are a bore; talk to the manager who’s most effective, or consult with someone from your Board. Find out what they’re reading and distribute copies to your managers. Pop quiz in 15 minutes.

Research shows it takes two years for external hires to perform as well as internal candidates promoted on the job. Ensure your organization has a promote-from-within strategy – every company needs a farm team.

A version of this post was first published on forbes.com on July 24, 2012

Photo Credit: nina_sochon via Compfight cc

Violence On The Job: It Pays To Prepare #TChat Recap

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“Prepare for the unknown by studying how others in the past have coped with the unforeseeable and the unpredictable.” ―Gen. George S. Patton

This week’s #TChat events coincided with the anniversary of a difficult date in U.S. history — September 11. As our nation considered lessons learned from terrorist events 12 years ago, our TalentCulture community came together to crowdsource ideas about a topic that is vital every day of the year: How to prevent workplace violence, and prepare for incidents that may occur.

Workplace Violence Stats

Learn more – read “Stopping Workplace Violence” at CFO Magazine

According to OSHA, workplace violence includes a range of behaviors that put workers at risk while on the job — from verbal threats and abuse to physical assault and even homicide. How prevalent are these harmful incidents? Some notable facts:

• Each year, more than 2 million Americans report that they have been victims of violence in the workplace. (See details from the U.S. Dept. of Labor.)

• A surprising proportion of incidents are fatal. As the adjacent image illustrates, nearly 20% of on-the-job fatalities are associated with workplace violence, according to the Bureau of Labor Statistics.

• Workplace violence is estimated to cost employers a whopping $120 billion a year. And of course, the human toll is incalculable.

For these reasons alone, workplace violence is a growing concern that deserves serious attention.

Violence At Work: What To Do?

To lead this week’s conversation, we welcomed two experts:
• Tom Bronack, President of Data Center Assistance Group, specialists in enterprise resiliency.
• Felix Nater, Founder of Nater Associates, a business security advisory firm.

On #TChat Radio, Tom explained that companies can achieve more effective compliance and recovery through a strategy of enterprise resiliency — combining all recovery operations and personnel in a single entity that speaks the same language and uses the same tool set. Why is this important? As Tom noted during the #TChat Twitter discussion:

Felix emphasized the need for proactive violence prevention programs in the workplace, explaining that preparation can decrease incidents by improving problem solving and conflict resolution. He also noted that broader awareness is worth the investment of time, energy and resources to identify threats and mitigate risks. During the Twitter chat, he suggested a handy mnemonic:

He also cautioned us that results come from solid planning, in concert with effective execution:

Tom and Felix inspired many participants to join the conversation last night. Thanks to everyone who contributed opinions and insights! Highlights are captured in the Storify slideshow below, along with resource links from the week. We invite you to review these ideas and share them with others. Who knows? You could be a catalyst to make your organization a safer place to work!

#TChat Week-In-Review: Violence Prevention In Today’s Workplace

SUN 9/8:

Nater and Bronack_KK2

See the preview post and videos

#TChat Preview: TalentCulture Community Manager Tim McDonald introduced the topic, in a post that featured brief “sneak peek” G+ Hangout videos with both of our guests. Read the Preview: “Workplace Violence: Myth and Reality.”

MON 9/9:

Forbes.com Post: TalentCulture CEO, Meghan M. Biro outlined 5 ways that organizations can be proactive in maintaining a safe workplace culture. Read: “Is Your Workplace Prepared For Violence?”

WED 9/11:

TChatRadio_logo_020813#TChat Radio: As a prelude to our open Twitter chat, Meghan M. Biro and Kevin W. Grossman, talked with Felix Nater and Tom Bronack about best practices in workplace violence prevention and preparedness, while community members added their thoughts on the #TChat Twitter backchannel.

#TChat Twitter: Immediately following the radio show, I joined Felix, Tom, Meghan, Kevin and our entire community on the #TChat Twitter stream for an open discussion focused on 5 key workplace violence questions. For highlights from the conversation, see the Storify slideshow below:

#TChat Highlights: Workplace Violence & Preparedness

[javascript src=”//storify.com/TalentCulture/tchat-insights-workplace-violence-and-preparednes.js?template=slideshow”]

Closing Notes & What’s Ahead

GRATITUDE: Thanks again to Felix Nater and Tom Bronack for joining us this week. Your insights are raising awareness and providing solutions that make the world of work a more secure, productive place for us all.

NOTE TO BLOGGERS: Did this week’s events prompt you to write about workplace safety? We’d love to share your thoughts. Post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.

WHAT’S AHEAD: Next week, we tackle another timely topic in today’s workplace: Creative ways to leverage big data in recruiting top talent. This promises to be a really interesting peek into candidate profiling. So save the date (September 18) for another rockin #TChat double header. And keep an eye out for details in the next few days.

Meanwhile, the World of Work conversation continues! So join us on the #TChat Twitter stream, on our LinkedIn discussion group. or elsewhere on social media. The lights are always on here at TalentCulture, and your thoughts are always welcome.

See you on the stream!

Image Credit: Graeme Lawton via Flickr

Workplace Violence: Myth and Reality #TChat Preview

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(Editor’s Note: Are you looking for a full recap of this week’s #TChat events and resources? Read the #TChat Recap: “Violence On The Job: It Pays To Prepare”.)

9/11/2001. Who can forget that morning, 12 years ago, when the unimaginable unfolded before our eyes? Before that fateful day, few of us gave much thought to the impact of violence and disaster preparedness in the world of work.

But among the many lessons of the 9/11 attacks, we learned that no one should ignore the potential for workplace violence, in any form.

So this week as our nation remembers 9/11, the TalentCulture community is coming together at #TChat events to dispel costly myths and discuss vital realities about workplace violence and disaster preparation and prevention.

Making Sense of Risk Management

To lead this important conversation, we welcome two experts:
• Tom Bronack, President of Data Center Assistance Group, specialists in enterprise resiliency.
• Felix Nater, Founder of Nater Associates, a business security advisory firm.

To kick-off the discussion, I spoke briefly with both Tom and Felix in separate Hangouts recently. Watch, and I’m sure you’ll agree that this topic deserves closer attention by all of us who focus on the human side of business.

First, Tom set the stage by telling the brief story of one company that paid a tremendous price for operating without a safety or recovery plan:

Next, Felix explained the steep cost of violence in business environments:

We have everything to gain by learning more from pros like Tom and Felix — and by sharing ideas with others in our community. So bring your questions and concerns, and let’s talk!

#TChat Events: Violence Prevention In Today’s Workplace

TChatRadio_logo_020813

Tune-in to the #TChat Radio show

#TChat Radio — Wed, Sep 11 — 6:30pmET / 3:30pmPT

Our hosts, Meghan M. Biro and Kevin W. Grossman talk with Felix Nater and Tom Bronack about why preparation is essential in preventing and recovering from workplace violence. They’ll help us rethink myths, and educate us on best practices. Don’t miss this special event — dial-in LIVE with your questions and input!

#TChat Twitter — Wed, Sep 11 — 7pmET / 4pmPT

Immediately following the radio show, we’ll move the discussion to the #TChat Twitter stream, where Dr. Nancy Rubin will lead an open chat with the entire TalentCulture community. Anyone with a Twitter account is invited to participate, as we address these questions:

Q1: How prevalent is workplace violence today? Why?
Q2: What costs are associated with workplace violence?
Q3: What top 3 things should employers should do to prepare for violence?
Q4: Who should be on your workplace violence preparedness team?
Q5: What technologies enable response planning and safeguarding?

Throughout the week, we’ll keep the discussion going on the #TChat Twitter feed and on our LinkedIn Discussion Group. So please join us share your questions, ideas and opinions.

We’ll see you on the stream!

Workplace Violence: Be Safe & Sound, But Be Prepared: #TChat Recap

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Most victims of violence feel powerless and alone.  I’d argue most bystanders and witnesses feel the same.

Most of us want to believe that folks are basically decent, not monsters that erupt at work or at home or anywhere and take lives with them.

It can’t happen here.

Which is why many employers don’t plan for workplace violence until there’s violence, unfortunately. And even then…

In a Workforce Management article titled Waking Up to the Risks of Workplace Violence, the author writes:

In one recent training class, a senior HR leader told me he had no issues of workplace violence.

Yet, as we continued to talk, it emerged that a man had come into the company’s Midwest office looking for his girlfriend. He wanted to hurt her, and when he couldn’t find her, he pulled out a gun and shot five employees.
Stunned, I turned back to the senior leader and asked if he knew about it. “That was different; it was more of a domestic violence issue that took place at our plant.” The amazing part of this discussion was that we were in Oklahoma City, the site of one of the worst incidents of workplace violence in U.S. history.
The lesson is that violence that occurs in the workplace is workplace violence whether it takes place between spouses/domestic partners, between co-workers, by a third-party with a relationship to the organization (client, partner, etc.) or in conjunction with the commission of other crimes.

And that’s critical to understand — violence is violence is violence and companies need to be prepared.
That was what #TChat was all about last night — the dark side of workplace culture, violence and what to do and not do.  You can read the transcript here and here were last night’s questions:
  • Q1:  How does everyday violence & security breaches (like Wikileaks) impact workplace culture policies?
  • Q2:  How does your org address workplace violence during onboarding – and at other times?
  • Q3:  What is HR’s role in workplace violence intervention, prevention and post-incident?
  • Q4:  What is the CEO’s role in addressing workplace violence before it occurs, when it occurs and after?
  • Q5:  Under OSHA, employers are responsible for providing a safe and healthy workplace. Discuss.
  • Q6:  How can EAPs be designed to provide maximal workplace/domestic violence assistance?
  • Q7:  How effective are your org’s workplace incivility, bullying and violence prevention programs
  • Q8:  If a colleague is threatened with violence at work from anyone, what should you do and why?

As per usual, we had a great group of HR and business professionals participating and sharing their knowledge.  It was refreshing to hear from some organizations that bake incivility, bullying and workplace violence awareness and prevention right into their hiring, onboarding and ongoing employee performance activities, whether they have an EAP or not.  A special thank you to Felix Nater for sharing his workplace violence expertise.

Along those lines, here are some ways to enlist your employees’ help in ensuring that your workplace is a violence-free zone (from the Corporate Alliance to End Partner Violence website):

  • Empower employees to take a stand—as caring co-workers and as your company’s ambassadors.
  • Let employees know they will not be penalized for seeking help—for themselves, their families, or co-workers in need.
  • In conjunction with your human resources department and EAP program (if available), offer counseling and referral for both victims of partner violence and abusers.
  • Help employees recognize the signs of a troublesome or abusive relationship and know where to turn for assistance, for themselves and for co-workers.
  • Invite local resource groups, such as local shelters, counseling groups and/or law enforcement representatives to make a presentation to your company. Most groups are happy to provide speakers and information to interested parties. (National Domestic Violence Awareness Month in October is a great time to do this!)
  • Give each employee access to brochures and flyers to distribute to their schools, religious organizations, clubs, and other civic or social groups.
  • Invite interested employees to form a communications task force, working within the guidelines established by your cross-functional steering committee to implement your partner violence communications plan.

You can also review all the information we shared in the pre-TChat posts:

Be safe and sound, but be prepared.



Workplace Violence & Security Risks: #TChat Preview

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Originally posted by Matt Charney, one of #TChat’s moderators, on MonsterThinking Blog

“The Dark Side of Workplace Culture: Workplace Violence and Security Risks,” the theme of this week’s #TChat, is one we don’t spend a whole lot of time thinking about until we’re forced to by tragedy.

The reaction to workplace violence and security risk tends to be largely reactive, but the consequences demand organizations take proactive steps to preempt, and prevent, occurrences of what’s sadly become a reality in our new world of work.

According to the US National Institute for Occupational Safety and Health, 1 million workers are assaulted and 1000 are murdered every year from workplace violence; in fact, homicide is the leading cause of death for women in the workplace.

“The problem is that when some sort of violent outbreak does occur at work, we always hear things like, ‘It was just a matter of time,’ or ‘We knew something like this was going to happen,’ says Gary Lalicki, VP of Clinical Operations at Health Management Systems of America, one of the nation’s leading providers of employee assistance programs (EAPs).  “Well, if that’s the case, the question that has to be answered is, ‘why didn’t you tell anyone about this?’”

As Kevin Grossman writes in “The dark side of Workplace Culture — workplace violence and security risks, the reason is often related to an attitude of, “Don’t ask, don’t tell … you don’t want your employer to know for fear of losing your job. Employers don’t want to know for fear of potential violence in the workplace.”

“Employers have a legal duty to seek to identify and prevent everyone in the workplace from becoming victims of violence,” says Lalicki.  “Employees also have a responsibility to assist in keeping their environments safe and secure by reporting any behavior in others that may lead to incidents of violence.”

According to Lalicki, these red flags include:

  • White collar males: 91.6% of shootings on the job are committed by men; 38% of all shootings in workplace happened in “white collar” situations, making up 30% of all fatal shootings at work.
  • Laid Off: 24% of workplace shooters were laid off or fired (although Lalicki says there’s been no increase in workplace violence during the recent recession)
  • Loner: A pathological blamer or complainer whose perpetual frustration has strained work relationships and reduced productivity
  • Sudden Changes: A previously dependable, punctual and productive employee whose tardiness and absences begin to increase substantially; sudden change in health or hygiene
  • Relationships: A coworker involved in a troubled, work-related romantic situation.  13% of shootings in the workplace involved a former or current intimate relationship.

The good news, Grossman writes, “today there are thankfully so many more resources available and more and more companies have workplace violence and/or intimate partner violence programs and/or EAPs (employee assistance programs).”

While most companies offer Employee Assistance Programs, these resources are often underutilized or misunderstood by employees.

“EAPs can help any employer group have a healthier workforce, but it’s up to HR and Senior Leadership to develop training and communications which promote the company’s employee assistance program,” Lalicki says.  “Companies need to stress that these resources are completely free, confidential, and most importantly, that these programs work.”

Join #TChat tonight at 8 PM ET/5 PM PT as we discuss workplace violence and the solutions available for HRs, senior leaders and employees alike to prevent it.  The good news is, just joining the conversation’s an important first step.

“The big problem with workplace violence,” says Lalicki, “Is that we’re too afraid to talk about it.  But the risks of not talking about it are a whole lot scarier.”

#TChat Questions and Recommended Reading: 1.31.11

Here are the questions we’ll be discussing, along with some background reading, to help prepare and inform the #TChat conversation.  While this isn’t mandatory to get in on tonight’s #TChat action, we suggest checking out these articles by top career advice and talent management thought leaders to better understand workplace violence, security risks and how to prevent them:

Q1:  How does everyday violence and security breaches affect workplace culture today?

Read: When Violence Strikes the Workplace by Sarah Needleman

Q2:  How does your org address workplace violence during onboarding – and at other times?

Read: Waking Up to the Risks of Workplace Violence by Tucker Miller

Q3:  What is HR’s role in workplace violence intervention and prevention? Who else should be involved?

Read: Keeping the Workplace Safe Amid Crisis by Kate Rogers

Q4:  If a colleague is threatened with violence at work from anyone, what should you do and why?

Read: Workplace Violence: The 5 Most Important Tips Women Need to Know To Protect Themselvesby Lisa Quast 

Q5:  If you have an EAP, how do they provide workplace/domestic violence assistance?

Read: Domestic Violence: Workplace Policies and Management Strategies by Kim Wells (Executive Director, Corporate Alliance to End Partner Violence) and Stacey Pastel Dougan, Esq.

Research: Domestic Violence Awareness Handbook USDA Safety, Health & Employee Welfare Division

Q6:  What are the most effective ways to minimize workplace incivility, bullying and violence?

Read: Workplace Bullying: US Employers’ Progress on Epidemic Problem by Randi Barenholtz and Denise Kay, Esq., SPHR

Q7:  Under OSHA, employers are responsible for providing a safe and healthy workplace. Discuss.

Read: Employment Policies: Clean Up Your Compliance Act by Melanie Berkowitz, Esq.

Q8:  What is the role of leadership in addressing workplace violence when it occurs and before it occurs?

Read: Leadership and Workplace Violence by John Ikeda

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Our Monster social media team supports the effort behind #TChat and its mission of sharing “ideas to help your business and your career accelerate – the right people, the right ideas, at the right time.”

We’ll be joining the conversation live every Tuesday night as co-hosts with Kevin Grossman and Meghan M. Biro from 8-9 PM E.T. via @monster_works and @MonsterWW.  Hope to see you tonight at 8 PM ET for #TChat!