It's late August, so the prospect of talking with you about any type of research easily morphs into visions of floating in a pool, ice tea in hand -- no lemon -- trying to keep my paperback from getting wet. So I'll skip the earnest tone and we'll try to have a bit of fun. I promise, since we're talking vacation mode, there will be no mention of that annoying "engagement" word though it will linger over the neighborhood, just like the smoke from your neighbors' barbecue.
After today's Facebook stroll through pictures of my nieces and family making the most of the NY surf, my friend's luscious photos of Chianti and the video of kittens and a baby sharing the same dish of milk, I moved on to Gallup's website and ran into two great ideas that I think you'll find really interesting, too, even after Labor Day. (Especially after Labor Day.)
This one's from their Chairman and CEO, Jim Clifton, so they really mean it. Think about all the ways this should influence our Human Resource practices while you're watching the fireflies flash tonight:
"Gallup has discovered that weaknesses never develop into strengths, while strengths develop infinitely. This is arguably the biggest discovery Gallup or any organization has ever made on the subject of human development in the workplace. Organizations shouldn't ignore weaknesses. Rather, they should minimize weaknesses and maximize strengths. We are recommending our client partners transition to strengths-based cultures, or they won't attract or keep their stars."
Here's the other. I think you'll find it a really useful insight into the mood of frustration you find in departments that are filled with new hires:
". . . some millennials do not feel as comfortable approaching their managers with concerns such as asking to learn more, seeking higher pay or requesting more responsibilities. To some millennials, worries about being perceived as disloyal or as a "flight risk" can preclude them from initiating important development and coaching conversations. [note from Margaret: Remember how important security is to them?] Considering that ongoing development is a fundamental job expectation and top retention factor for millennials, trepidation among these workers about talking with their managers is a serious problem for employers." [another note from Margaret: That's pretty easy to fix, don't you think?]
Wait. Am I texting you over vacation? How can talking about millennials be fun?
OK, I'm sort of busted, but . . . I'll bet you'll have a lot more fun after Labor Day because you've finally found two ways to get and keep those twenty-somethings eng_ged -- with proof that both ways will work.
Deep sun-drenched sigh.
Everything you do in compensation is communication, so why not do everything better? The popular ebook, Everything You Do (in Compensation) Is Communication @ https://gumroad.com/l/everythingiscommunication belongs on your summer reading list. Margaret O'Hanlon, CCP collaborated with Ann Bares and Dan Walter to create this DIY guide to compensation leadership. Margaret is founder and Principal of re:Think Consulting. She brings deep expertise in compensation, communications and leadership to topics like the CEO Pay Ratio and performance management discussions at the Café. Before founding re:Think Consulting, Margaret was a Principal at Willis Towers Watson.