Human Resources Today

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Talent and HR News Weekly Update: Making Sure Employees Are Happy


Talent and HR News Weekly Update: Making Sure Employees Are Happy

Earlier this week, we shared an interview with Lily Cua from Aspire about providing employees meaningful company perks. This is all part of a larger effort to improve the work experience, and thus hopefully give employees the warm and fuzzy feeling that makes them want to stick around (there's more to employee retention, but this is part of it).  To continue along with this theme, this week's Talent and HR News Weekly Update features some recent news pieces focused on making sure employees are happy (you may have seen one about a few (very) big tech firms providing a certain benefit to boost female retention...) Enjoy!

1) Kip Tindell: How He Created An Employee-First Culture At The Container Store from Forbes

"I spoke to Kip Tindell, who is currently the Chairman & CEO of The Container Store. He was presented with Ernst & Young’s prestigious Entrepreneur of the Year award in 1991 and is a recipient of the National Retail Federation’s 1998 Innovator of the Year Award. In 2006, along with wife Sharon Tindell (Chief Merchandising Officer) and Garrett Boone (Chairman Emeritus), Tindell was inducted into the Retailing Hall of Fame and he is a 2009 Junior Achievement of Dallas Business Hall of Fame inductee."



Talent and HR News Roundup: exaqueo insights edition

News Sign PosterEvery week we gather HR and Talent news for you -- the best of what we've read. This week, we're turning the tables and sharing some of the best of what we've written both for exaqueo's blog and in other channels where we share our insights. The common theme? Rethinking what we often hold true: processes should stay static, we can't learn from areas of the business completely different from ours, constant achievements are the goal...this is the norm. And sometimes, the norm has to be flipped. So this week we bring our insights on how to rethink some of the common things you do from milestones to updates to hiring. And maybe you'll shift the tide come Monday.

1) Stop Asking Me What's Next from Forbes

"The constant milestone madness is everywhere. A good friend of mine is on the partner track at a well-known consulting firm. People can’t stop asking if she’s up for partner this year. For my fellow entrepreneurs, the what-next question is constant too. Everyone wants to know your growth plan, your exit plan, your plan to go public.  Are you as exhausted as I am?  I get it. When people ask these questions (personal or business-related) they’re trying to be nice, interested in your work, or are genuinely curious (if they want to promote you or invest in your company).  But we’ve created a world where no one is happy where they are."

2) Recruiters, Why Don't We Scrum More? from Pete Radloff on the exaqueo blog

"Many of you who recruit for technical and/or engineering roles are familiar with the Scrum development methodology. Not familiar? NO PROBLEM. It’s not just for engineers! Scrum is a methodology that incorporates the idea of fast development cycles, frequent releases and quick stand-ups versus long, drawn out, “Death by Powerpoint” meetings. Hmm, maybe the developers are on to something here.  If we start to think and work like the client teams we’re supporting, there’s a greater chance of success of us getting what we need."

3) Paying Employees to Take Unlimited Vacations from Upstart Business Journal

"It's a great model if you balance it with performance measures and guidelines. Employees have to be accountable to perform and should be rewarded when they work hard to get things done quickly. If it's all about performance, they'll hold each other accountable, both on taking too much vacation and on not taking enough."

4) The 3-5 Year Gap: Finding Talent With Actual Talent from Tech Cocktail

"There’s no shortage of college graduates searching for jobs–some have internship and project experience, but they’re still new, and entry-level talent has to be trained. Programs like Nashville’s Software SchoolApp Academy, and Hackbright Academy are helping to fill the gap. But that doesn’t help when you have jobs that require experience now and you can’t find the talent. In these situations, it’s tempting to outsource the problem. After all, you’re busy running companies, bringing in new business and customers, running beta tests–you don’t have the time to devote to a recruiting strategy. Thing is–neither do most external recruiters. They’re going to focus on sourcing the position like you did and then charge you a sizable percentage when you choose one of their candidates. Not that you should avoid external recruiters completely, but what if there were a way to save that fee without exceptional effort?"


Susan LaMotte is the founder of exaqueo, a workforce consultancy that helps startups and high-growth companies build their cultures, employer brands and talent strategies. Contact exaqueo to learn more about how we can help you build a workforce strategy that’s aligned with your company culture and develop an employer brand that will allow your business to scale the right way.