Your Role as a Manager
Manager, supervisors, project leads or executives could demonstrate a combination of four different ...View More
How to get to a strong Employee Value Proposition
An Employee Value Proposition is the core of any employer brand. It is the ultimate promise to the p ...View More
The Trouble with SMART Objectives
SMART (specific, measurable, attractive, realistic, timebound) Objectives do not work in most situat ...View More
Employee Surveys don't work
Classic employee surveys (yearly, asking everything, follow-up etc.) don't work because what's not r ...View More
Don't change Culture by changing the Culture
To change culture you always must start with the structure. Once you change the structure, behaviora ...View More
The real Meaning of Flexible Work Arrangements
Flexibility in the workplace is less about how things really are. It is about who decides upon how t ...View More
Architecture is a matter of HR
First you define the architecture then the architecture defines you. Architecture affects communicat ...View More
KPIs Rule 3. Don't measure what's interesting, measure what's relevant
Only what's relevant really matters. KPIs being interesting only are useless and won't receive serio ...View More
Never mix up Feedback, Judgement and Praise
There are significant differences between Feedback, Judgement and Praise. Once companies diffuse the ...View More
Do your Job Ads attract or select?
Most Job Ads preselect potential candidates. They communicate narrowly defined critera. In cases of ...View More
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