In or Out - part 3

Great article by Sara Sutton Fell, detailing all of the things I wanted to say about Yahoo's recent edict to end telecommuting in June. Many of the folks who have been remote knowledge workers at Yahoo are highly productive and could work anywhere. Some of Yahoo's offsite workers are not productive. That could be for many of the reasons in this article: http://www.recruitingtrends.com/yahoos-problem-management-not-telecommuting/ If you're a company owner, CEO, or strategic workforce planner who wants to dialogue about these issues, drop me a note to Telework@BroadBandHR.com

Workplace Strategy : In or Out part 2

Lots of discussion going on in Silicon Valley, and all over California about Yahoo's Marissa Mayer and the decree for no more telecommuting. While the spirit may have been toward a positive, the trend here is definitely to more telework rather than less. Most of the telecommuting is negotiated by the employee and the company because it makes sense. There are some jobs that lend themselves brilliantly to virtual work and still being plugged into a team in meaningful ways. Human Resources is not typically one of those, although recruiters have often been offsite for ages. Smart girl sourcer/recruiter Kelly Dingee has an opinion on a successful baseline for telecommuting: http://fistfuloftalent.com/2013/03/six-tips-to-making-a-tele-work-job-work.html If I can engineer smart practices for your company on this and other issues, drop me an email to info@broadbandhr.com

Workplace strategy : In or Out?

Elevating the discussion on telecommuting versus in the office demands that have been in the news recently. This idea of "quality of life per square foot" appeals to me from a variety of perspectives: http://www.recruitingtrends.com/work-from-home-debate-elevates-importance-of-overall-workplace-strategy/ If your organization needs the help of a strategic partner that is NOT trying to sell you space, let me know how I can help by emailing info@broadbandhr.com

Wrongful termination

One of my favorite subjects. No, I'm not an attorney, and I don't play one on TV... But I do love to help companies lose employees in the best way - rightful termination. I've traditionally said that when one door closes, a window opens. I really believe that in terms of employment. When it is time to leave your employer, many people need a push. http://management.fortune.cnn.com/2013/02/22/wrongful-termination-employment/ And I like to ensure that people walking out of my clients are doing it with a bounce in their step, and not on the way to an attorney's office, which will cost a lost of money, time, and effort, and yield little in most cases. If you are an attorney with a wrongful termination case that you think is a winner, I'm happy to act as your HR Expert if it makes sense. If you are a company looking to lose some employees in the best way, I'm happy to work with you to build and execute the program that will be firm, fair, and avoid litigation. Email Info@Broadbandhr.com with your contact info and we'll talk.

More good points on Employer Branding

Loved this article from the folks at Fistful of Talent on cursed job ads: http://fistfuloftalent.com/2013/02/are-your-job-ads-cursed-like-nikes.html?utm_source=feedburner&utm_medium=email&utm_campaign=Feed%3A+FistfulOfTalent+%28Fistful+of+Talent%29 If you think you've had this experience, contact me to put together a "get well" plan for your Employer Branding campaign, and your sick (and not in a good way) employment ads. We can help today! Info@BroadBandHR.com

Good points on Employer Branding

This is something every recruiter thinks they know how to do, but few do an excellent job. Think objectively and specifically about what your branding campaign should look like. It's easy to go astray and have your ads and your methods bring you unexpected results. http://www.exaqueo.com/2013/02/employer-brand-its-what-you-measure-that-counts/ In the online world, every image is connected. And an employer must be vigilant to develop a brand that is consistent with the products and services and the company overall. It can be a challenge. If your company needs help on smart employer branding, contact me at info@broadbandhr.com I work with tech companies across the spectrum - not just the broadband world.

Are you worried about health care costs?

Yes, mister employer, you should be... The optimist here wants to believe that the cost curve will be changed with the advent of new rules in 2014. But what I'm seeing so far from the insurance industry is annoying. Insurance companies seem to be trying to get every last lick in before the curtain comes down on them. What I want to see is the impact of the exchanges. If they work the way they are intended, they will succeed in: Creating a focus on preventative care Creating a new class of motivated and smart consumers of healthcare services Bending the cost curve Reducing unnecessary diagnostic testing Making hospitals more accountable for their piece of the action