Alphabetical Listing::

Bad Behavior - July 2007
In two previous articles I talked about “bad bosses” and “bad employees”. In doing so I mentioned that very often there are reasons beyond the individual boss and/or employee that result in bad behavior. People are likely to behave badly on an ongoing basis when two conditions exist: the behavior is accepted or is rewarded in some way. In other words, a systemic cause exists that supports the bad behavior. more...

Bad Bosses - Jan 2007
In the last while I have heard an amazing number of complaints from friends, family and colleagues about their bosses. Along with a few that were unprintable the following are some of the things I’ve been told. more...

Bad Staff - April 2007
Last time I talked about Bad Bosses. They are just one side of the story. Here are some examples from the other side. more...

Building Engagement - Jan 2009
In the Autumn newsletter I discussed what engagement is, why it is important and what is required to obtain it. The challenge for organizations is HOW to build an environment where people give their heads (concern), hearts (commitment) and hands (effort) to the organization. more...

Compensation, Part 1 - Jan 2005
Over the last several months the questions about compensation have been increasing. Along with those about the market value for various jobs there have been many about how to get the most out of total reward programs. more...

Compensation, Part 2 - April 2005
When considering the much greater complexity of the interaction between all of the internal and external factors affecting corporate culture, it is easy to see why designing an effective compensation and reward structure is challenging. more...

Compensation, Part 3 - July 2005
To be effective, a reward package must be designed to satisfy the needs of the people in the organization, which requires an understanding of what motivates that group of people. As organizations grow so do the differences in the needs of the employees. more...

The Cost of Turnover - Jan 2006
Companies that have a deep understanding of the replacement cost of the people also know the real value of people. That knowledge establishes the basis for making decisions like John needs to make about how much excess human production capacity it is cost effective to carry. more...

Current Trends - Jan 2008
“Employer to Fine Unhealthy Workers”: That headline in a workforce.com newsletter caught my attention. Besides the typically Canadian reactions it inspired: that is mean (the typical Canadian), that’s not fair (human rights) and how do they know who is healthy or not anyhow (privacy laws), I wondered what sense it made. more...

Engagement - Oct 2008
In respect of the workplace, engagement can be described as the degree to which employees are emotionally and intellectually attached to their work and its purposes. more...

Generations - April 2008
The generation referred to as the “Silent Generation” (birthdates:1922-1946) life pattern was education, work, and retirement. Retirement meant the end of ‘work’ and the beginning of freedom to pursue a life of leisure and personal priorities. more...

Gen X on Engagement - April 2009
The series of newsletters on engagement continues.  The following are the views of Michelle – a Gen Xer on what it takes to build engagement. 

HR Jargon - Oct 2005
Every culture has its own jargon; the HR community included. Sometimes this needs translating. more...

Influenza Pandemic - April 2006
The media attention being given to the Avian Flu and potential for another flu pandemic is creating concern and questions about the flu and about how organizations should be prepared for a pandemic. more...

Looking at the Future - Oct 2003
Employers in Canada are facing a future where organizational success could be compromised by their inability to hire and retain the people needed to do the work. more...

Paid Time Off – A New Idea? - Nov 2010
It is easy to say that the new focus on providing workers with more paid time off is the consequence of two converging forces.  The first force; the aging baby boomers whose priorities are shifting and,  the second and more significant force;  the incredible impact of technology on how, where, and when work is and can be done. more...

Privacy Legislation - Jan 2004
Implementing and adjusting to new legislation usually involves changing the way things have been done. There are numerous sources of information and tools to help organizations become compliant. The following are some especially useful sources. more...

Recruiting - Oct 2004
The erosion of the multi-layered hierarchy, broader, more open communication, an aging workforce and fewer new entrants to the workforce are all contributing to an increasingly competitive recruiting environment. more...

The Shadow Boom - Oct 2007
This group is best known as GEN Y. They are also referred to as the Millennials. Like every other generation, GEN Y has lots to learn about how to be successful in the workplace. Their unique talents and perspectives can and hopefully. will change the world of work for the better. more...

Virtual World - Oct 2006
What does it take to create a productive, creative high performance virtual team? more...

Workforce Shortage - July 2006
In my spring newsletter under the workforce section I presented some information about workforce shortage projections that have frightening implications for businesses in Canada. more...

Workplace Bullies - July 2004
In Canada there is no specific health and safety legislation that deals with workplace bullying, though some provinces have workplace violence legislation that does include bullying. more...