November 21st, 2013
By Al Jones, BA, CHRP
Senior HR/OD Consultant
Why are we applying ideas from then…
Why is it that performance reviews are a source of so much frustration, anxiety, resentment and wasted time? How is it that a system rooted in the last century still dominates many of the key processes we still use to measure performance in today’s organizations?
The performance review process was invented about the same time the first transatlantic radio telephone service was inaugurated. With a capacity of 300,000 calls per year, a three minute call would cost the equivalent of $550 US in 2010. In 2012 at essentially no cost to the consumer, Google processed 120 million searches from around the world EVERY hour. Facebook had about 1 Billion users in 2012. Should employers manage their employees using the same approaches that were based in work developed at the turn of the last century?
November 06th, 2013
Credit: Business in Vancouver (BIV) Ask An Expert (November 5th to 11, 2013)
Sandra Reder (right) in BIV
Sandra Reder: President and founder, Vertical Bridge Corporate Consulting
Studies show that companies that recognize and reward their employees have a higher level of engagement and retention. But how you recognize and reward your staff is not a “one size fits all” undertaking.
Recognition is personal; there are those who are not comfortable with public acknowledgement and others who thrive on it. A pat on the shoulder and a simple “job well done” from a manager may be all it takes for one person. There will be others who are motivated by public acknowledgment from a supervisor or manager. Whether you have a formal program in place or not, managers should be encouraged to watch for ongoing opportunities to say “thanks for a job well done” this alone can change the level of engagement in a workplace.
October 24th, 2013
Is your business ready for Bill 14?
Are you ready for Bill 14?
On July 1, 2012 amendments to the Workers’ Compensation Act came into effect. These amendments expand workers’ compensation to include diagnosed mental disorders caused by bullying or harassment. By legislating employers to have these policies, procedures and training in place, Work Safe BC has ensured that negligence will be considered non-compliance with the WCA, resulting in possible fines.
October 03rd, 2013
By Jennifer Gerves-Keen, MA, ACC
Certified Coach & Learning/OD Consultant (view all HR consultants)
In this October’s Harvard Business Review, Peter Cappelli has written an article entitled “HR for Neophytes” which really resonated with me and highlighted some of the challenges my clients are currently experiencing. The article is based on the premise that more and more of the traditional HR function – recruiting, performance management and retention – is falling on the shoulders of managers as opposed to being conducted solely by the HR department. Not only has the responsibility shifted, but due to the fact that they are often more connected to what’s happening in their area, and what they actually need to be successful, research shows that these “line managers” are 29% more successful at these HR-based tasks that their own Human Resources department.
September 12th, 2013
This is a great article written by Lorie Corcuera, one of the amazing consultants working with Vertical Bridge. It’s a sentiment that I also feel very strongly about. Thanks Lorie for sharing this great article with us!
August 15th, 2013
Recently I was mentioned in a great blog article written by one of my colleagues Stevie Vu. I believe very strongly that networking (I think we need to come up with a new name for this!) must be authentic and come from a place where one has a real desire to get to know others, a true interest in what they do and who they are. When this is your primary reason for “networking” then it stops being “work” and becomes something you enjoy doing. Stevie has written a great blog article on this, please enjoy.
July 19th, 2013
This is a great Forbes article that Jennifer Gerves-Keen sent in. Definitely something to think about!