Friday again? Now that the weather’s warmed up the weeks seem to be going faster. While we here at B4J spent a lot of time talking about employer branding and the changing makeup of the workforce, a lot of other HR blogs and other outlets talked about just what makes a great workforce. So let’s look at some good takes on this.
Here are your Friday Five:
Talent Culture says talent, passion, attitude, aptitude and fortitude are the factors that make the difference between a good workforce and a great one. Company culture and good hiring is still everything, it seems.
Ere Media says that if you want an effective team, you’ll want to hire, manage and reward with an eye tornados thought diversity. That is, in order to have a great workforce you need to nurture a spirit of questioning, experimenting and valuing curiosity. You don’t need a cookie cutter workforce where everyone fits perfectly, but one where team members are different enough to bring something unique to enhance the whole.
What exactly is “high performance” and why is it a goal worth reaching? Liz Ryan, writing in Forbes, says that setting goals and whipping your workers to consistently meet them won’t actually get you the result you want. Instead, you should focus on building a great team that’s passionate about its work.
Mike Kappel writers about learning to work in and value teams — the hard way. When you’re the smartest in the room, or the hardest working, the most efficient, or possessed of the best hair, it’s easy to think of your team members as, well, excess baggage. Mike’s piece talks about learning the value of a team, the importance of humility and the value of cooperation.
Emotional intelligence is an increasingly valued trait. In FastCompany, Harvey Deutschendorf writes that people with higher EQ are more cooperative, communicate better, handle pressure better and make more thoughtful decisions. If you want a more responsive and less explosive workforce, hiring for EQ isn’t a bad way to do it.