A title sure to get some people's attention...
But we start off with an article from Fistful of Talent which has the author's worst interviews of all time including a story about a girl who went a little wild...and told about it: click here
Also from Fistful of Talent, an interesting article about Brett Favre wrecking a succession plan in Green Bay: click here
Next, Employee Evolution asks if it's worth it to blog about Generation Y? click here
McArthur's Rant rants about how to deal with Negative Nancies as Managers: click here
And an interesting Yahoo! Hotjobs Q&A about whether it's OK to lie on a job resume: click here
(Credit to Jim Stroud and Industry Radar for some of these fine Humpday links)
Showing posts with label succession planning. Show all posts
Showing posts with label succession planning. Show all posts
Wednesday, July 23, 2008
Tuesday, March 11, 2008
What I’m Hearing…Employee Tenure
More and more these days we hear that it’s nearly impossible to expect an employee to stay with an organization for more than 2 years. Succession planning is therefore unrealistic. An employee would not want to stay with one organization a relatively long time. It's just not done.
Last night the Rock and Roll Hall of Fame held their 2008 induction ceremony. Madonna, my favorite recording artist, was among those inducted. Her speech covered a number of topics, including how she got started in the business, fond memories of past accomplishments, musings on what’s to come, and “thank you”s to key players in her career. Imagine my surprise when Madonna announced that she wanted to thank Warner Bros., the record label she’s been signed to for her entire 25 year career. She also thanked her Publicist, with whom she has also been for 25 years. Both milestone achievements she announced with a sense of pride and the “you thought it couldn’t be done” attitude that Madonna exudes so often.
I was pleasantly shocked to hear these comments. From an HR perspective, there perhaps would be few employees more demanding than a mega recording star such as Madonna. However, these three parties have created a loyalty based on met professional needs.
Can we expect to have successful, 25 year loyalty with our employees like Warner Bros. has enjoyed? Probably not. However, if Warner Bros. can met a superstar’s needs successfully, and find positive ROI for their organization in the process, it is possible for us to work with our employees to gain perhaps 5 or 10 years of successful professional relationships.
Last night the Rock and Roll Hall of Fame held their 2008 induction ceremony. Madonna, my favorite recording artist, was among those inducted. Her speech covered a number of topics, including how she got started in the business, fond memories of past accomplishments, musings on what’s to come, and “thank you”s to key players in her career. Imagine my surprise when Madonna announced that she wanted to thank Warner Bros., the record label she’s been signed to for her entire 25 year career. She also thanked her Publicist, with whom she has also been for 25 years. Both milestone achievements she announced with a sense of pride and the “you thought it couldn’t be done” attitude that Madonna exudes so often.
I was pleasantly shocked to hear these comments. From an HR perspective, there perhaps would be few employees more demanding than a mega recording star such as Madonna. However, these three parties have created a loyalty based on met professional needs.
Can we expect to have successful, 25 year loyalty with our employees like Warner Bros. has enjoyed? Probably not. However, if Warner Bros. can met a superstar’s needs successfully, and find positive ROI for their organization in the process, it is possible for us to work with our employees to gain perhaps 5 or 10 years of successful professional relationships.
Subscribe to:
Posts (Atom)
Stat Counter
