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
The ‘on brand’ problem
It’s important to be “on brand,” yes, but you need an actual understanding of what that term means in order to achieve that nirvana. 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