A Culture Where Nothing Is Ever Good Enough and How to Fix It: An Interview with Rajeev Behera CEO of Reflektive

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1 in 4 people say their jobs are the most stressful part of their lives. What is creating stress in the workplace and how can it be resolved? Rajeev Behera, CEO of Reflektive, says that a fear-based work culture where nothing is ever good enough is a main cause of stress in the workplace. This occurs when managers use intimidation tactics, putting more value on the employees that put in the most hours, instead of those who are team players. Rajeev saw this first-hand in his work life before founding Reflektive, a performance management and talent development software company, where

3 Steps to Keep a Bad Employee from Suing You

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Guest blog written by Lorrie Howard of Horizon Point Consulting As the mom of three boys who are full of mischief, I often hear the phrase “I didn’t know” or “you never told me.” And usually it’s in response to something that I had addressed with them at least once. Sometimes I wish I could approach disciplinary issues in parenting the same way I approach disciplinary issues in my career, with a formal sit down discussion and written documentation. One of my favorite aspects of Human Resources is employee relations. I love the opportunity to speak with managers about the

The Candidate Experience Influences The Brand

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Branding is an important marketing topic. Some organizations invest heavily in a brand strategy that reaches many audiences, including the job seeker. A great brand attracts job candidates to an organization. As a marketer and HR professional, I have a unique perspective on this topic.  The marketer side understands the importance of brand equity and the HR side values the role it plays in talent acquisition.  Some organizations fail to make this connection. Other organizations offer poor candidate experiences, which cast a negative image. As a result, it harms the brand while turning away potential talent. Over the years, I

Chocolate Anyone? Symbols to Remind You to Be Grateful and Spread Gratefulness

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“I’ll be right back,” the lady said to her colleague. “I’ve got to finish giving my chocolate bars away.” The colleague nods.  I’m sitting next to him at a conference breakfast, and I look at him with must have been a look like, “What? Chocolate bars? At breakfast?” He smiles, and says, “You’ll have to ask her about them.” I could tell he was indirectly saying, it’s her story to tell, not mine. Yes, ask her about the chocolate I will. I see her hand a chocolate bar to a server and give him a hug. She finally comes and

The Conundrum of Incentive Pay

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I know of two people who have left their job in the last year because they felt like they were slighted when it came to how their company handled incentive pay.  Both of them- one working for a global behemoth of a company and one working for a family start-up- were promised things when it came to incentive compensation and then the rules were changed on them in the middle of the game, thus slighting them in pay they felt they were entitled to. And I can think of one company owner who is a friend that has tried and

HR Santa Clauses focus on the Employee Experience

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Whether you like it or not, the Christmas season really starts the second Halloween is over.  I walked into Target a few minutes after it opened on November 1st (like at 8:01 a.m. because we were out of dog food and the dog was hungry) and it had been transformed into a Christmas shopping wonderland. Where has Thanksgiving gone? With Christmas marketing screaming at all of us to buy a lot of stuff most of which we don’t need, I’m beginning to think about how to make Christmas meaningful for my almost six and two and a half year old

The name of the game is FREEDOM: How innovative companies motivate, get, and retain the best…

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“The competition to hire the best will increase in the years ahead. Companies that give extra flexibility (freedom) to their employees will have the edge in this area.” Bill Gates I can’t neglect (since I missed the window over the 4th) to make sure to make a point about freedom during our nation’s birthday month. And as by coincidence or actually, by what really makes a whole lot of sense, you can’t talk about what drives innovation without talking about freedom. America is a country that was built around the concept of freedom. Despite a presidential campaign grounded on “Making

A personal account of performance management that works… and doesn’t

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My take on performance management is quite different than it was 10 years ago. I once worked for a company that basically rewarded all employees for their continued employment, and performance was not really taken into consideration when we all received a 5% raise. Regardless of how fabulous of a job I was doing or how not-so-fabulous my co-worker in the cubicle over was doing, we both received the same reward. This was not motivating me to be a better employee nor was it motivating for my mediocre colleague. Fast forward well over a decade. Not only has the world

How Simulated Work Environments Can Drive Performance in the Classroom, and Ultimately the Workplace

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Continuing with our theme this month, we wanted to reflect on performance management in another arena – the classroom. After all, students are future employees and shouldn’t performance management in the classroom prepare them for performance management in their future careers? First, I want to share a thought from a local employer when asked about industry needs concerning current and potential programs that are developing the future workforce. The quote reads: “While there appears to be attention given to communication and employability (skills), these areas remain our greatest problem. We are looking for hard working individuals with a strong work

Basic Feedback/Feedforward Stuff

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One of the best ways to improve and sustain great performance at work is to ask for feedback and to give it, freely, continuously and in the spirit of driving better performance. Here are some posts to help you out with this quest: 6 Steps for Maximizing Feedback Through Feedforward Drop Lots of FYIs to Communicate Effectively Goal Setting – Feedback 3 Steps for Driving Employee Engagement through Personalization