People at Google love data. They measure everything. A few years back, they launched a research initiative called Project Oxygen in order to measure and improve key management behaviors at Google. This initiative is highlighted in a 2013 Harvard Business Review piece by David A. Garvin, professor at Harvard Business School.
Employment Enterprises Blog
Under the direction of Reed Hastings and Patty McCord, Netflix prospered with groundbreaking HR policies, which Patty wrote about in “How Netflix Reinvented HR.” The first of five basic precepts that drove Netflix’s HR policies is, “Hire, reward, and tolerate only fully formed adults.”
Firing an employee, delivering a not-so-great annual review, policing employee conflict–there are many uncomfortable tasks that fall on the shoulders of an HR manager. But when asked what part of their job makes them most nervous, a common answer is unemployment hearings.
I have an employee that filed a complaint against their supervisor for alleged harassment. An investigation has been completed and it was determined that there was no harassment and the issue was resolved. I am very concerned about the employee and their supervisor being able to work effectively together in the future. What can I do to help them move forward after this situation?
In the late 1990s, bestselling-authors Marcus Buckingham and Curt Coffman partnered with Gallup to figure out what makes great managers great. Twenty-five years of cumulative data and more than 80,000 manager interviews later, they found that while great managers differed in everything from rank to gender, age, race, location and more, they also had a common thread: Every single one excelled at transforming employee talent into employee performance.
I have a cross-functional team of very competent employees that used to be effective, but recently seem to have lost their way. There is occasional in-fighting and now I am seeing some group paralysis and they are starting to miss deadlines. What’s going on, and is there something that I can do to help get them back on track?
Remember the good old days when it was HR who expected a thank you note from a candidate after the interview? Well a convergence of events has flipped the tables and now some companies have found that sending thank you notes to candidates is a good way to acquire top talent.
Most leaders receive surprisingly little development before assuming their first supervisory roles. In fact, many get no leadership training at all until they’ve been in the executive ranks for nearly a decade–reaching, on average, age 42.
The history of HR is rife with decisions based on whether a question, or a skill or a test is “job related.” Case after case has shown that having a job requirement that is not actually job related may have an adverse impact on protected classes and thus would not be considered legal.
Not Just Baby Boomers
Being right in the middle of the Baby Boom cohort I see examples of age discrimination all the time. As I visit high tech firms I feel like Methuselah when I see all the workers surrounding me. However, it is not just Baby Boomers who are in that boat. The leading edge of the Gen X generation is now in their mid-50s. There is a big wave of older workers that businesses are going to have to deal with.