Make better use of technology in performance management by connecting HR systems with productivity tools that focus on employee development and ongoing feedback, writes Doug Dennerline. "For employees, end-of-year feedback about an issue that occurred months beforehand is too late to be useful," Dennerline writes.
Kevin Silva, chief HR officer of Voya Financial, helped create a company culture that emphasizes training, coaching, succession planning, diversity and charitable contributions. "Going into Voya, we understood that culture was the accelerant of financial performance," he says.
To improve open enrollment, offer high-performing networks, videos, personalized assessment tools and mobile-accessible websites, writes Betsy Woods Brooks from HR consultancy Buck. "The bottom line is that helping employees get smart about how they use health care and choose insurance options will save your company money," Brooks writes.
Consider replacing job descriptions with roles that focus on employees' talents and the company's changing needs, writes Heather Hanson Wickman. "With a role-based structure, anyone can propose a change to a role at any time by simply calling for a brief team meeting, sharing a proposal, and gaining approval," Wickman writes.
Most chief financial officers focus on labor costs and downplay HR's financial effect, a Paycor survey says. "When it comes to key business issues of employee engagement, turnover and compliance, this research proves that there is a disconnect between what business leaders perceive is happening and why, and what is actually taking place and how to solve it," Paycor President Stacey Browning says.
Let your best employees know they're valuable, give them opportunities to learn and grow and don't rely on money alone to keep them happy, writes Tomas Chamorro-Premuzic, chief talent scientist at ManpowerGroup. "In short, your stars do deserve star treatment, but there is a rational, data-driven, and fair way to provide it, which will minimize perceptions of a rigged or nepotistic culture in your team or organization," he writes.
Don't procrastinate with difficult tasks, and in fact, you should start the day completing the hardest tasks first, suggests Julia Tell. If you "eat a frog" early in the day, it is sure to be the worst thing you do all day, and the rest of the day will be smooth sailing, Mark Twain once said.
Be thoughtful in quitting your job and moving to another, seemingly better position, being sure to weigh the reasons why you're making the move. Address any ongoing grievances in the workplace and compare each job apples-to-apples before deciding to move on, writes Julie Koepsell.
Networking internally has its advantages, including getting a leg up on new job openings within the company and learning new skills by reaching out to people in other departments. Build in-office rapport with colleagues by opening up a simple dialogue and eventually asking to grab a cup of coffee or lunch with them.
Explaining to a hiring manager or recruiter how much you love your work is a more effective strategy for getting hired, compared with talking about your motivation to advance your career, suggests a five-study research paper published in the journal ScienceDirect. The studies suggest most job seekers fail to understand the value of intrinsic motivation during the interviewing process.