“Our world is more distributed and consumer oriented than ever before, and mobile technology is a bridge to higher expectations for the ever-expanding middle class.”1 Customers and workforces have access to information and technologies, which enable them to create solutions and experiences that suit their individual needs. We are living in a shared economy, where innovation and a sense of connection is the currency of this global generation. The relationship between an organization and its workforce is more complex and dynamic than ever. Data analytics and technology management both play a major role in allowing organizations to engage with their…

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According to a 2011 survey conducted by consulting firm Mercer, what do you suspect is the single most important motivation factor? “Being treated with respect” tops the list. Recognition and praise can send employees the message that the company respects them and values their contribution. Financial incentives have less importance for most employees than respectful treatment and recognition. Even the best incentive program can fail if the rewards are not attractive to employees. So, contrary to conventional wisdom, it may all come down to non-monetary rewards, really! There was an interesting article posted in 2010 by Michael Gabriel on www.vitaver.com…

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We’ve been talking a lot about the future of the workplace and the trends we will likely see in the coming years, but what does all this mean for the world of employee benefits? With a diversity of demographics – older workers, Millennials, and the sandwich generations – and the rise of mobilization, digitalization, globalization, and dynamism in general, businesses need to rethink their position in regards to employee benefits. There has been a fair amount of talk about companies’ need to add more tailored and inclusive solutions to their offerings, but why not challenge ourselves? Let’s ask whether we…

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From my previous corporate experience in the automotive industry, I still remember the regular annual meetings, where my superior entered the meeting room and handed me the annual performance review. It contained all sorts of statistics on my sales performance, customer satisfaction charts, number of sickness days, etc. After the meeting, I was just asked to reflect and write down 3 points for possible personal improvements. That’s it. One year of my corporate life wrapped up in several pages of a statistical report. However, what about me? Me, as a human being? With all my strengths, emotions and values? What…

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Let’s start the year off right, shall we? We recently interviewed a dear colleague, Don Miller, who is the Managing Director and US Analytics Leader for Organization Transformation & Talent at Deloitte, based in Seattle, Washington. But first, let’s allow Don to introduce himself. ☺ WC: Don, our mission at Whirling Chief is to make work a better place for many. As the world is redefining what it means to ‘work’ and devising new methods of management, will you tell us how you define ‘work’ as you experience it across many organizations? Don: Holistically, I think that many companies are…

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We have been talking a lot about evolving the concept of workplace and making work experience better for many. As many of our contributors consult on the topic and work with organizations that thrive, we took it upon us to have them share their knowledge and experiences with you in the new year. The first series is with our contributor, Simon Marshall, who is the Co-Founder of WhyNot Partnering. In a series of 3 videos, we will be talking to Simon about What a Thriving Organization is, How to Create a Thriving Organization, Leading the Change into Becoming a Thriving…

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Many HR executives recognize the corporate chief of staff as an important tool for supporting a top executive by keeping the executive focused on his or her highest and best use of time, by preventing negative surprises, and by working with the executive and leadership team to make and execute great decisions. More and more are recognizing that the chief of staff role solves problems from retaining high potential employees to filling the leadership pipeline and succession planning. Desda Moss covers these benefits in this SHRM HR book blog post. But, did you know that the role also offers an option…

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Many organizations have either just finalized their yearly objective review or are just going into it. You know what that means: Feedback and managerial conversations are just around the corner. Boy, do many of us dread this time of the year? I can’t tell you how many of my managers and employees in HR asked me through the years, “Seriously, can’t we just ignore the whole thing?” The answer is a big fat NO! ☺  We’d like to tell you why… No matter what sort of organizational and individual performance management processes your organization has in place, feedback is critical….

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By Sandro Krug A lot has happened in the area of performance management since the 1940s, when the U.S. military created a merit-rating system to flag and dismiss poor performers. In the 1960s McGregor argued in his famous book, “The Human Side of Enterprise,” that employees should set their performance goals and assess themselves with the feedback from their managers. His basic idea was that you either have to motivate people with material rewards and punishments (Theory X) or anticipate that people want to perform well, and would do so if they are respected and supported appropriately (Theory Y). Today…

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Today’s post is all about asking questions. We’re not necessarily looking for answers or trying to generate solutions, but simply hoping to think aloud together. Our topic is one you’re all too familiar with: ‘Work.’ What does ‘work’ mean, literally speaking? Why do we call employment ‘work?’ What does the experience of ‘work’ mean to us, individually? And collectively as a workforce? How do we each conceptualize it? Dr. John Budd of the Carlson School of Management has a fun, short video, summarizing his research findings on 10 meanings of work for employees. The range differs from a curse to…

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