Trying to cram 365 days’ worth of benefits information into the narrow windows of new hire orientation and open/annual enrollment—simply doesn’t work. Disability insurance is an extremely meaningful benefit when you actually need it. It’s worthy of three or four concentrated minutes of an employee’s time to learn about it.
The New York Times article on Gender Equity Issues at Harvard Business School reveals a culture of arrogance, self-absorption, and money as the highest good. It was about men and women “leveraging social capital” and calculating the ROI of every human interaction.
“Just when HR commits to one direction there will be a tweet or blog post that calls BS on that approach...And that’s before the infographics. How does HR ever feel comfortable with their job?”
– Paul Hebert
– Paul Hebert
Think of it this way. It’s like driving your car by looking two inches in front of your bumper all the time.
How do we find clarity and meaning in business when corporate double–speak and political correctness are the rule? In this week’s feature Heather Bussing speaks clearly about The Cult of Nice.
Most people spend too much energy trying to fit-in and not rock the boat, especially at work. We want to be accepted. Choosing authenticity (we call it Flying your Freak Flag) means abandoning the quest to be normal, and inviting yourself and others to accept you just as you are.
We talk about “A-list” and “Talent,” when we mean a warm body with a brain, some relevant experience, and a pair of hands. The Cult of Nice has created a communications snowstorm that has completely obscured meaningful discourse.
We’re still looking at who owns data. This week we’re featuring Legal Editor Heather Bussing’s post on LinkedIn, Who Owns Data 7: Linkedin or Fencedin. Heather reveals that LinkedIn’s terms of service contain more weasels than your average company weasel words.
It’s very difficult to talk about Return on Investment, in its purest form, when most human resource departments are considered cost centres.
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