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Words on Wise Management

The Importance of Proper Preparation

Just as a good chef carefully prepares all aspects of a meal before plating each dish, successful HR professionals carefully map out every aspect of a task before executing it. In fact, HR professionals are probably some of the most well-prepared individuals in an organization—or at least they should be.

Will Implicit Bias Training Work for Your Organization?

Starbucks recently closed more than 8,000 com­pany-owned stores for one day to conduct implicit bias training in response to a viral video that showed two African-American men being arrested for tres­passing at one of its Philadelphia stores. Starbucks also announced that its new training curriculum, de­signed by several national experts, will be available to other companies for use with employees and leader­ship. Implicit bias training has become increasingly widespread after several highly publicized incidents of racial profiling. But is the training effective?

Blinded By Bias

We work diligently to keep our organizations safe by creating policies and handbooks, training manag­ers on how to appropriately handle issues related to discrimination and harassment, and employing law­yers to review everything. Yet, we still have problems. Not only do we have problems, but many times, we don’t even recognize them when they are right in front of our face. Even worse, there are times we can’t recognize issues when they are pointed out to us.

When in Japan

The Toothpaste Can't Go Back in the Tube

I recently watched a preschool teacher deliver a message on “Words that Hurt.” The teacher creatively used a tube of toothpaste and a paper plate per student for this hands-on activity. I watched 12 small children eagerly squeeze the entire contents of a tube of toothpaste onto a paper plate, giggling as their plates filled up with minty fresh goo and their little hands became sticky disasters. Then they were asked to put the toothpaste back in the tube! Not only was the task frustrating to the students, but it was also obviously impossible to achieve.

Upholding the Psychological Employment Contract

Do you realize that every one of us has a psychological contract with our organization? The psychological contract is a concept that describes the understandings, beliefs, and commitments that exist between an employee and an employer. Although it is unwritten and intangible, it represents the mutual expectations that are felt between the two. The psychological contract is strengthened (or weakened) by each party’s perception of the employment relationship. It is formed through daily interactions between colleagues, managers, and the organization.

How to Adapt Policies to Changing Marijuana Laws

Editor’s note: Joe’s column is written from a national perspective. As we have written about frequently, the Arizona Medical Marijuana Act protects state-authorized medical marijuana patients from adverse employment actions.

Employers once dealt with employees’ use of marijuana fairly simply by saying, “You’re fired.” However, with over half the states (including Arizona) having legalized medical marijuana and several others with legal recreational use, it may no longer be so simple.

It's Taking Longer Than Ever to Hire: How to Streamline the Process

No candidate being considered for a new job enjoys a cumbersome, dragged-out interview process. Making candidates jump through too many hoops is not only frustrating for them but can also jeopardize your ability to attract top talent. According to a new study by Glassdoor, the average hiring time from start to finish of the interview process has continued to rise. In 2014, there was an average of 22.9 days between the first interview and a job offer; that gap increased to 23.8 days in the first half of 2017.

Creating a Culture of Accountability: 5 Best Practices

When I was a teenager, I wanted to start smok­ing, so I approached my father and asked him what he thought. His response was very interesting. He said, “You don’t want to know what I think.” I responded, “Yes I do.” As my father insisted that I didn’t really care what he thought, I attempted to convince him that I did and asked him why he felt that way. His an­swer was the perfect response.

Exit Interviews: Better Late Than Never

Most of us are aware of the high cost of replacing team members when they decide to leave our organization. When an employee leaves, many organizations have a “going away” party or some sort of celebration. What exactly are we celebrating? Does a party mean we are glad to see the employee go? Perhaps it depends on the person’s contributions and relationships within the organization. Wouldn’t it make more sense to occasionally have a “glad you’re still here” celebration?

More Than a Hunch: Making Better Hiring Decisions

Recently, I overheard a conversation between two department managers in the hallway of a client organization:

Manager A: “I will not be in our staff meeting today because I have to interview a candidate for the vacancy in my department at 9:00 a.m. If she shows up on time and has no criminal record, I am going ask HR to process this candidate as a new hire.”

Manager B: “Do you expect this candidate to be qualified?”

Manager A: “I just need a body in that job. Qualified doesn’t matter today.”