Daily Motivation
Ever wonder about people who think motivation has to do with “teambuilding exercises” and infrequent “pats on the back”? Not even close. Motivation isn’t a sometimes thing, it’s an all the time thing. That’s why this saying by Zig Ziglar is compelling: People often say that motivation doesn’t last. Well, neither does bathing — that’s why we recommend it daily.
CogMap: Your Company’s Org Chart on the Web
CogMap is “an organization chart wiki that lets you see, edit and create organization charts for companies online.” On first blush, this is a pretty cool idea. You can see org charts and fill in blanks when you know about them. Plus, you can view data in chart, outline, or directory formats. The directory view includes columns for notes, phone numbers and e-mail addresses. As I said, on first blush it’s a cool idea. If there’s a “second blush,” though, CogMap also opens the very real possibility that HR names, numbers, and e-mail addresses will be out there for everyone to see. Maybe even yours.
Having information freely available is probably okay. But having all that info out there also could mean that companies (and HR) lose the ability to channel information flow through central services.
HR Implications and Actions:
I’m not trying to be a worrywart here. It’s more along the lines that a service like this makes it so that company information is easily gotten. Some companies have policies about protecting direct lines to employees. Some companies want to move customer calls through customer service. And I would guess that executives already get e-mails, but could be prepared for even more calls and correspondence if their phone numbers and e-mail addressed are published for the world to see. I’m a big fan of “forewarned is forearmed.” Being ready is always the best plan.
(Hat tip: MicroPersuasion)
The Salary Hunter
There’s another “get paid what you’re worth” site that just fired up called SalaryScout:
SalaryScout is a network of users seeking fairness in compensation and benefits. Discover your true value in the marketplace and demand what you’re worth.
I saw the reference to this on TechCrunch. Writer Marshall Kirkpatrick says SalaryScout appeals to the need-to-know in all of us:
Almost everyone wants to know if they should be making more money or feeling proud about how much they make relative to other people in similar lines of work. There’s definitely a demand for this kind of service, but most sites are too onerous to use and provide little value until users pay a subscription fee. I like SalaryScout because it’s simple.
Compensation professionals, be warned. SalaryScout’s manifesto says they’re going to hold you accountable…anonymously:
We are an anonymous community of professionals seeking fairness in compensation. Why let someone else tell you how much you should be paid? Why trust aggregate data from suverys that were taken years ago? SalaryScout puts the power to make informed life decisions in your hands.
So, a group of anonymous people are going to hold HR compensation accountable for their numbers. (Note to SalaryScout: HR pay surveys are not used if they “were taken years ago.” They’re updated at least annually, and as often as quarterly in hot skills markets. If your main premise is that data is outdated, you might want to rethink your marketing strategy.) Because what always works for job hunters is to walk in demanding pay and benefits based on what a beta site says. Hmmm. I like the idea that people can get a feel for their market value, but it’s just a feel.
In the old days, trade magazines used to publish salary surveys for industries. Those data were always flawed because people inflated salaries, misreported income, and mistakenly categorized their jobs. Now we have a way to make the same mistakes, only faster.
Note to job candidates: “Demanding” pay and benefits based on a beta website is a sure-fire way to make yourself look foolish. Sure, have information. Know what you want to make. Get a sense of your value in the workplace. But know that there’s no single number for salary and benefits. And each company pays on a continuum for a given job. You can’t possibly think that you’re as valuable to a company going in as an incumbent with the same background and skills. Just beware.
Next up: Paying for potential versus paying for performance.
Sometimes the Best Rules Are No Rules at All
Several European cities are doing away with traffic signs. Sometimes the best rules, whether for traffic or HR, are no rules at all. People doing the right thing always triumphs over a rulebook for behavior.
A Definition of Teamwork
Sheryl and I had a long drive this weekend to my uncle’s 50th wedding anniversary party. And since we had so much time in the car we did a bunch of crossword puzzles. The theme for the Nov. 16, 2006 puzzle in The Philadelphia Inquirer really struck me as what a lot of managers really mean when they say “teamwork”:
A team effort is a lot of people doing what I say.
- Michael Winner
It’s HR’s job to define “teamwork” and give managers the tools to really create team success. I was always a fan of The Team Handbook and the good work that Peter Scholtes did. Learning to work as a team requires eternal vigilance. The Team Handbook exercises are a good start.
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