Communication in the workplace: Let’s fix this
There are six tiers you can focus on, but sadly — most managers undermine all six tiers. Continue Reading
Leadership
People spend billions of dollars a year, and fly all over the world, to discuss and debate and analyze leadership. But what if it’s simpler than that?
How to quit your job (and train your dragon)
Hint: less emotional grenades and psychological napalm, and more preparation and transparency. Continue Reading
Succession planning is about psychology
To some guys, this is the most emotionally-intense part of work: you essentially have to admit that your company can exist without you. OH LORDY. Continue Reading
Business metrics: You’re doing it wrong. Let’s fix it.
It’s really hard to do business metrics well unless you have a culture of honesty and transparency, and most companies do not. You can still grab, scrub, analyze, and decide off data and business metrics, but there will be a lot of politics, BS, under-cutting, and the like preventing true success. Continue Reading
Employee satisfaction survey? That’s a joke.
Hiding behind a once-per-year employee survey and wondering why your turnover and churn are skyrocketing? There might be a correlation, boss man. Continue Reading
Pay transparency: Still a long way off
Pay transparency is another concept that violates dozens of human psychology tenets, and yet — we still believe it can work in a standard office. Sigh. Continue Reading
Business Culture: Understand reaction vs. response
A good workplace isn’t made by kegerators and ping-pong tables. It’s much more about your front-line managers understanding thoughtful response as opposed to hair-on-fire reaction. Continue Reading
Action items: Why is this so hard for people?
“… well I dunno, I’ll guess I’ll send some follow-up emails and we can all get together and meet again…” Continue Reading