This week we’re talking team building, corporate culture, and leadership. As always, the “problem” of millennials looms large but this week’s top five bloggers want you to look at things a little differently.
Melissa Fairman says that HR cannot change a company’s culture without the support of senior leadership — so don’t try! Instead, focus your efforts where they will be felt and effective. Basic goals of increasing safety, fairness, and accuracy at work are tremendously important objectives that HR can work on.
Worried about managing millennials? Watch some Mad Men, says Robin Schooling. Peggy Olsen’s character arc, from secretary to copywriter to manager, and all the challenges and culture clashes she encounters along the way, has a lot to teach us about the exaggerated challenge of the “employee of the future.”
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The new workforce is a diverse and multigenerational workforce. If it’s true that Generations Y and Z are less loyal than previous generations, how can HR respond and plan sensibly for the future?
Kris Dunn has been exploring alternate ways to look at and measure leadership. This week, Kris explored the idea great leaders develop other great leaders (sorry, Steve Jobs, you ain’t a leader by this measure).
Leadership Birth Rate measures the percentage of employees on any team, department or division who grow up to become managers of people in your company.
Japreet Sethi lays it out for you: your team is falling apart! How can you tell? Micromanagement, communication breakdown, lack of trust, factionalism, and escalation are all signs that something is very wrong in your organization.
And here on B4J, Jessica has been reflecting on how you can keep your best and brightest:
You may not be able to change company culture all by yourself, but HR can be the deciding factor in whether or not great employees stay with the team — Jessica says it pays to start small and give attention to the little things.