Archive for July, 2009

  • 29 Jul

    Posted by
    Erik Bartz


    Category

    Productivity 2.0

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    Just found this article on Zenhabits.net about the shifting paradigm and understanding of what productivity means in the workplace.  While reading the article a couple of things came to mind.  First, technology has provided us with lots of tools to make our jobs easier and more efficient.  But I’m sure most of work with more than a few laggards in this regard.  Second, I thought of Gen Y and how they live and breathe the concepts of ‘productivity 2.0.’  Its going to be important for businesses and HR departments to be aware and adapt their policies so to allow this upcoming generation to be their most productive and make the biggest impact to the business.

    Productivity 2.0: How the New Rules of Work Are Changing the Game.

    A couple things that stood out the most for me:

    • Less planning and more doing.  For most businesses the world is moving a lot faster than it used to, and too much planning just makes you slow which gives the competition a head start.  Besides, most meetings are ineffective.
    • Automate with technology.  Just this week a co-worker was busy compiling results from a paper-based survey.  She spent hours typing in all the answers into a spreadsheet.  Had this been done with one of the many online survey tools (many available for free), the results would have been instantaneously available.  Plus those hours spent typing could have been put towards another project.
    • Tag it, then search it.  Forget about being organized with folders, and sub-folders with more sub-folders.  You know you can’t find anything, and pity the person who has to figure out where things are in your folders.  Search technology for the desktop has come along way (Spotlight on Mac, Google Desktop on Mac/PC, and Windows Desktop Search 4.0 for PC) which make it feasible to just throw everything in the proverbial pile but still find what you’re looking for with ease.  I still use a few folders on my computer, but not nearly as much as I used a couple of years ago.
    • Flatten that hierarchy.  We’re all adults here, and if you’re hiring smartly everyone is capable of making decisions to positively impact the business.  Allow people to work more independently and make decisions faster.  “People with freedom are generally happier with their jobs and more passionate about the work they produce.”
  • 24 Jul

    Posted by
    Erik Bartz


    Category

    The Recession is On Its Way Out. Is Your Talent Going With It? | The Hiring Site

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    So yesterday the Central Bank of Canada announced the recession is over, though certainly we’re still in for some rough times in the coming months.  Pay cuts and hiring freezes are still in effect, and many companies are still on work-share.  But bottom lines are starting to look a little better, and as they improve new job openings will start to present themselves.  So ask yourself, now that the Recession is On Its Way Out. Is Your Talent Going With It? Perhaps your A players stuck through the hardships, but will they continue to stick with you or get lured away by companies focusing on growth.

    The article makes a great point about continuing your recruitment efforts, staying engaged and developing your employment brand.  But we’d also like to flip the article’s position and look internally at your company.  As the economics of your business improve its a good time to reward and encourage those people who stayed with the company and helped it survive.  Its summer time, take you A team out for lunch, pass out tickets to Wonderland, or a baseball game.  Show your A team you care, its more important now than ever if you want to hang on to them.

  • 22 Jul

    Posted by
    Erik Bartz


    Category

    12 Ways To Conduct A Great Interview | Six Pixels of Separation

    1

    Six Pixels of Separation posted an informative list of 12 Ways To Conduct A Great Interview which is definitely worth a read before your next interview.  We all have our own interviewing styles, but it doesn’t hurt hearing someone else’s perspective.  Not to take away the post’s thunder, but I’ve included the section titles to get you excited to go check out the full article.

    1. Don’t conduct an interview, have a conversation
    2. Do your homework
    3. Don’t stick to your agenda
    4. Have notes, not questions
    5. Ask open ended questions
    6. Open arms
    7. If you’re going to record it…
    8. Don’t say anything
    9. Watch the clock
    10. Be the ambassador for your audience
    11. Don’t just take notes
    12. Have fun
  • 21 Jul

    Posted by
    Erik Bartz


    Category

    Strangers at a cocktail party – 37signals

    0

    37signals put up an interesting analogy advocating hiring slow to prevent a ‘Strangers at a cocktail party‘ situation.  The post likens work collaboration in an office with lots of new people continually coming in, to being like a cocktail party of strangers – lots of small talk.

    But imagine a small dinner party with your closest friends, the conversation is going to be much livelier.  This article makes a good point for hiring slow, but in the end, your rate of hiring will be determined by lots of factors.  It comes down to striking the right balance.

  • 15 Jul

    Posted by
    Erik Bartz


    Category

    Writing a Resignation Letter

    1

    I’ve noticed this blog has received a number of hits on our previous post concerning resignation notice.  So when I came across this article with Sample Resignation Letters I should share it for all of those who might be looking for some samples.

    The page comes from a site called emurse.com, which is an online application for building and sharing your resume.  I’ve used it myself and recommend it anytime a friend or relative asks for help formatting their resume.  Emurse handles it all, and you don’t have to be good with computers or design.  Go check it out.

  • 14 Jul

    Posted by
    Erik Bartz


    Category

    The Midyear Review Takes On More Weight

    0

    Well its about that time of year again to start midyear reviews, and though its been more an informal check-in event for most companies, a few are changing things up.  In the BusinessWeek article, The Midyear Review Takes On More Weight, they explore how some companies are making adjustments to the process as a result of the current economic conditions.

    For example, P&G is using the process to review achievements rather that just focus on areas in need of improvement.  Employees have been through a lot already this year, so turning things around to be motivational could be really beneficial to keep your A-team players.  They’re also using the time to reset goals and expectations to better reflect what can be done in this environment.

    Of course, some companies will be using this time to document poor performers and set the stage for more furloughs.  What are your plans for midyear reviews?

  • 13 Jul

    Posted by
    Erik Bartz


    Category

    Young workers push employers for wider Web access – BusinessWeek

    2

    Just browsing through the headlines on BusinessWeek and came across this article.

    Young workers push employers for wider Web access

    I’m sure the Gen Y readers will particularly enjoy the article, but I’d like Baby Boomer business owners to take a moment and read it as well.  Here is a quote that I think sums up the article’s position nicely:

    “It’s no different than spending too much time around the water cooler or making too many personal phone calls.  Do you take those away?  No,” says Gary Rudman, president of GTR Consulting, a market research firm that tracks the habits of young people.  ”The two worlds will continue to collide until there’s a mutual understanding that performance, not Internet usage, is what really matters.”

    This new generation of talent lives and breathes technology, so when they get to the office and find they can’t get to Facebook, Gmail and other popular internet sites, or if there is no Wi-Fi access for their laptop, its as if they’ve been incapacitated.  Hindered from working in the manner they are accustom.

    Certainly for some companies in highly regulated industries, some safeguards will need to be in place.  The article mentions a company allows employees to access any site but prevents file uploads for data security reasons.

    In general, I think its better to assume your employees are all adults and can handle the internet appropriately.  How are you handling the changing role of the internet in the office?

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