Fire over the phone?

In one sense, firing someone over the phone is a great way to set up a lawsuit . https://www.openforum.com/articles/firing-an-employee-over-the-phone/?extlink=of-syndication-sb-p But in other ways, if done privately and professionally, it can work. And it can be more personal than doing it on email. Terminations are never easy, but if you need help with them, email me at info@broadbandhr.com for a professional point of view on rightful terminations.

Hired a Psychopath lately?

It's very difficult in the HR world today to walk the fine line between employment discrimination of a candidate truly protected by a psychiatric disability, and making a healthy selection decision for your organization. Tip o' the hat to Kazim Ladimeji for this data-filled article: http://www.recruiter.com/i/how-to-avoid-hiring-a-psychopath/ If you suspect you may be close to hiring a psychopath, consider: How closely does his/her background actually match the requirements? Does the role require managing others? Does the role require some behavior that could be considered outside of the norm? Does your organization have the resources to manage this individual? I am sure that there are many other factors to consider in your circumstances, but do give thought to some of the basics. If I can help you with particulars pre- or post-employment, send me an email at info@broadbandhr.com

Intern vs. Apprentice - a good argument for today

A Tip o' the fedora to Suzanne Lucas for this interesting article: http://www.inc.com/suzanne-lucas/forget-the-interns-hire-an-apprentice.html I agree that none of us ever learned our profession in 3 months of an internship - what we learned in that time was basically if we liked the nature of the work, and not necessarily how to perform any of the work itself. Many of us did "apprentice" with someone more senior to learn a craft. Even when there is more science than art to a profession, much of the professional skill is acquired by doing the work under the direction of a senior and highly skilled worker. This is as true in software development as it is in product management or human resources or recruiting.

In or Out part 3

Good article from Ed Frauenheim on the Yahoo telecommuting policy change http://www.workforce.com/article/20130426/BLOGS05/130429987/marissa-mayers-missed-managerial-opportunity The larger issue with Yahoo rather than collaboration versus innovation, to me, has been the lack of good job and role definition and an accountability system to : measure performance and results in a meaningful way reward performance in meaningful ways acknowledge top performers in a systematic way develop employees in a systematic way These are my 2 cents as an outside HR professional and observer of the company over time. If I can help your organization with these issues (and retention of top talent - another ongoing Yahoo issue), drop me an email at deb@broadbandhr.com

In vs Out part 3

Tip o' the hat to Steve Boese for a little more intelligence on another aspect of the telecommuting debate around Yahoo's policy change: http://fistfuloftalent.com/2013/04/would-say-500month-be-enough-to-get-you-to-move-closer-to-the-office.html?utm_source=feedburner&utm_medium=email&utm_campaign=Feed%3A+FistfulOfTalent+%28Fistful+of+Talent%29 I like the incentivize aspect of this idea - rather than the "thou must" approach. Work-life balance is a key idea in why people choose to work from home. And removing barriers to employee productivity are as important as providing collaboration tools that enhance productivity. All of the moving parts need to be in place to have a productive team.

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