People work for people not companies and a great deal of it boils down to 'Who's your boss?' or rather 'How is your boss?' Employees are connected to their reporting managers or bosses and they visualize their contribution and role through their bosses.
It’s an age-old negotiation. Pay me more and I will perform. Perform better and I will pay you. So what comes first, the payment or the… Read moreperformance? Hay Group’s Annual CEO Compensation Survey was released last week. The results show the highest weighting ever (31 percent) for long-term performance plans. Was this a result of executive pay programs that have been re-geared with performance metrics since the advent of Say on Pay? Was this the result of CEOs performing better as more attention has been paid to their actions and behaviors? Or, was this caused by something else? (more…)
It's an age-old negotiation. Pay me more and I will perform. Perform better and I will pay you. So what comes first, the payment or the performance? Hay Group's Annual CEO Compensation Survey was released last week. The results show the highest weighting ever (31 percent) for long-term performance plans.
Customer Relationship Metrics’ very own Jim Rembach has been selected to join a prestigious panel of nine other customer experience experts to… Read morerespond to Customer Experience Professionals Association...
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Customer Relationship Metrics' very own Jim Rembach has been selected to join a prestigious panel of nine other customer experience experts to respond to Customer Experience Professionals Association (CXPA) members questions. "Ask the CX Experts" operates via the CXPA website and continues the mission of the CXPA, an international non-profit organization created to enhance the growing professional field of customer experience management.
The Youth Effect - this is a book I co-authored and co-curated with a few YGL friends a few years ago. We curated the thoughts from 21 YGL's on how decision makers can better engage young people in what they are doing. We launched the book in Davos a 2 years ago. See http://www.youtheffect.org
While initiating new ventures, there are many complexities that an entrepreneur can face. These might seem daunting and intimidating especially for small businesses. Keeping a track of financial management trends, comes as a source of guidance to entrepreneurs in these challenging times. Here's our round-up of the biggest trends in 2013 when it comes to financial management.
I got really inspired by this article and I need to share it with you. It talks about the value of keeping some time to THINK especially when you reach a more strategic level in the company. Written by Jeff Weiner, CEO at LinkedIN, from his own experience.
If you were to see my calendar, you'd probably notice a host of time slots greyed out but with no indication of what's going on. There is no problem with my Outlook or printer. The grey sections reflect "buffers," or time periods I've purposely kept clear of meetings.
"Work-force science, in short, is what happens when Big Data meets H.R."
More and more studies are being conducted on the workplace to find out how to build better employees.
Here are some of the interesting findings of the research:
-Past performance isn’t a good indicator of future results.
-The personal warmth and quality of the supervisor is more important to employee results than the experience and attributes of the employees themselves.
-Being outgoing doesn’t make you a good salesperson. The ability to persist and keep going forward, even after being told no, does.
-At Google, the happiest and most innovative workers are those who “have a strong sense of mission about their work and who also feel they have much personal autonomy.”
Do you believe in the future of work-force science?
BOSSES, as it turns out, really do matter - perhaps far more than even they realize. In telephone call centers, for example, where hourly workers handle a steady stream of calls under demanding conditions, the communication skills and personal warmth of an employee's supervisor are often crucial in determining the employee's tenure and performance.
“Don’t smoke too much, drink too much, eat too much, or work too much. We’re all on the road to the grave—but there’s no need to be in the… Read morepassing lane.” — Robert Orben, American humorist. Recently, I held a public seminar where one of the participants posed an interesting question to me in the Q&A section: “Laura, how much work is enough? I could work 16 hours a day, but I’m not sure when to stop! What is a good gauge?” What a great question! One of the audience members said (only half-jokingly), “I stop when I finish my to-do list or can’t stay awake any longer.” (more…)