Is there a better Father’s Day primer out there than these top five stories from Talentmgt.com for the week of June 10? I doubt it.
1. Are Your New Hires Feeling Lost?: Failing to teach corporate culture could thwart a new hire’s progress and jeopardize time-to-productivity, engagement and overall employee happiness. Talent Management editor Frank Kalman has the story.
2. Navigating the Perils of Succession Planning: To tell or not to tell – that is the question. Transparency in succession planning can be beneficial, but keep these points in mind. Richard Metheny, practice leader, solutions for exceptional leadership and vice president of human resources/chief people officer at executive search firm Witt/Kieffer, has more.
3. The Power of the Follow-Up: Few things are worse than asking employees what they want and what their pain points are and then doing nothing with the information, writes Talent Management editor Deanna Hartley.
4. Satisfaction vs. Engagement: Human Psychology Plays Its Part: While the definitions may vary, experts agree that satisfaction is more immediate and on the surface — something felt in the moment — while engagement resonates at a more personal and purposeful level over a long period of time. Talent Management editor Deanna Hartley has more in this special report on employee engagement.
5. ‘Leaning In’ to a New Career: Talent Management blogger Dan Bowling’s daughter, Elizabeth Bowling, gives her reaction to the ideas expressed by Facebook Chief Operating Officer Sheryl Sandberg’s book, Lean In.
In Other News …
With the severance packages some booted chief executives receive, some may wonder if getting fired is a better deal than actually working.
Bloomberg BusinessWeek has the story about how CEO severance packages are growing — “at least a dozen executives of companies in the Standard & Poor’s 500-stock index stand to receive more than $100 million if they’re dismissed, according to a Bloomberg review of proxy data.”
Some analyst say that with dismissal payouts that large it almost discourages CEOs from working to build long-term value for a company’s shareholders — which, if you didn’t already know, is the main objective of most chief executives.
Read the story here.
Also, there have been plenty of stories written about how the provision in the Affordable Care Act that employers must offer affordable health insurance to employees working 30 hours or more has led some small businesses to scale back employee hours or cut staff entirely.
As The Wall Street Journal reports, not every company is choosing that route.
The Cumberland Gulf Group, which owns the Cumberland Farms convenience stores and the Gulf Oil brand, is planning to reclassify 1,500 workers to full-time status so they can become eligible for company-sponsored health insurance under the provision.
The Framingham, Mass., company’s reasoning: paying the increased costs for health care will pay off in the long run in the form of better customer service and improved employee retention.
Read more here.
- 5 Forces Shaping the Future of HR
- Why ‘Leaders Eat Last’
- Leadership development should begin with “why” — and that’s usually not behavior change
- Change is incumbent on all of us
- Visions and missions — defining your value and purpose proposition
- The Reskilling Revolution versus the ‘clay layer’
- When the leader can’t return to the office