Use action learning projects to address current policy or strategy issues

What’s the secret for building enduring client relationships? How do you make these relationships the cornerstone of your company’s reputation in the eyes of employees and investors as well as clients? And how do you avoid being overtaken and marginalized by shifting competitive forces to consistently offer superior value to clients? My answer…consists of five precepts or pillars: Surround yourself with good people. Invest in … [ Read more ]

Educating IT Professionals in Business Strategy

A very successful technique for educating IT professionals in business strategy is to assign them to mentor senior corporate executives. In what turns out to be mutual mentoring, the business professionals learn what the company’s IT systems can do, how to evaluate and use different PC software, navigate the Internet, and how to better understand IT as they’re teaching the IT professionals how rational decision-making … [ Read more ]

Practice the “Law of Three” when assessing applicants

The third time is often the charm-especially when searching for the perfect job candidate. Brian Tracy, author of Hire and Keep the Best People: 21 Practical and Proven Techniques You Can Use Immediately, recommends practicing the “Law of Three” when assessing applicants. To apply this technique, Tracy suggests that you interview at least three candidates for any position, then interview the applicant you like most … [ Read more ]

Support your employees by allowing them to support each other

As Jerome Mattern, chairman of the compensation and benefits committee at the Society for Human Resource Management, explains, “A vacation donation policy is a kind way for employees to engage in social camaraderie.” Such a program allows workers to donate vacation hours to a common “bank,” from which employees who are unable to work due to personal illness or crisis may draw. Employees in need … [ Read more ]

How to prevent the loss of knowledge when people leave the company

How to prevent the loss of knowledge when people leave the company – “Knowledge bounties.” New hires fill a ‘job workbook’ with job descriptions and answers to major questions:
– What are the key components of your job?
– What does it involve, from a knowledge standpoint?
– What do you think you need to learn?

By asking these questions early on, … [ Read more ]

The Best Performance-Management Technique to Use with Senior Executives

Peter Drucker’s thirty-year-old concept of creating a “manager’s letter” probably remains the best performance-management technique to use with senior executives. Each executive writes an annual letter to her superior, spelling out the objectives of her own job and those of the superior’s job as she sees them. She then sets down the performance standards she believes are being applied to her. She lists the goals … [ Read more ]

Layoff Alternatives

Instead of making wholesale layoffs, more companies should try layoff alternatives, such as:

  • Pay cuts
  • Job sharing
  • Sabbaticals
  • Job furloughs

Seek employee input for thoughts on these altenatives and for suggestions for other alternatives.

The Crucible of Training

Recruits are not addressed as “Marines” for nearly three months; they must first pass through the crucible of training. Why is it we, in private enterprise, greet our new employees with “Welcome to the team,” without creating the conditions that make for a meaningful graduation from our own training? We should be saying, instead, “Welcome to the best training program in the industry. In a … [ Read more ]

Leverage Your Learning/Training Spending

Require anyone who spends time in a seminar, conference, or training class to come back and share what they have learned and how they will apply the knowledge. This not only reinforces the learning but also creates a ripple effect in a learning circle. Follow-up within a short time frame to see if the employee has put any of the ideas into practice.