Last week we highlighted a cast of characters in the Witches and Warlocks category who cast their spells on the workplace, creating a toxic work culture.
This week let’s take a look at the flip side of a toxic work culture— horrible bosses, AKA Trolls!
Trolls are horrible bosses who make you want to scream with their bullying, micromanaging or up-and-down, rage-like behaviors. The troll boss may hog the credit for your achievements, throw you under the bus or show a total disregard for your wellbeing.
The Devil – Or in this case “The Devil Wears Prada”. Who could forget Miranda Priestly, portrayed by the talented Meryl Streep in the film? Just thinking about that icy stare sends shivers down my spine. Her character is ruthless, manipulative, and unnecessarily cruel. She regularly demands impossible tasks from her employees, like scheduling a flight out of Miami during a major hurricane or getting a copy of an unpublished Harry Potter book, just so her daughters can read it before the release date. She imposes upon her employees at insane hours with no regard for their personal lives. The absurdity makes it comical, but there is nothing comical about being bullied in real life. We’ve all either encountered or witnessed bullying in our lifetime. A study by Workplace Bullying Institute, showed that 19% of American workers reported being bullied or having previously been bullied at work, with another 19% who reported witnessing it. Bullying can be psychologically and emotionally damaging and can be very difficult to overcome.
The Micromanager – I think most of us have seen the memes of Gary Cole playing Bill Lumbergh in the movie, Office Space. This cult classic has generated inspiration for countless memes on social media, including the most famous, “If you could go ahead and do that, it’d be GREAT!”. And while Bill models several troll boss traits, he is the consummate nitpicker and is constantly focused on trivial matters such as report covers instead of spending time on more important issues. He spends most of his day hovering over his staff and well…micromanaging, right down to the enforcement of Hawaiian shirt day.
Micromanagement is a sign of weak leadership. What are the signs? A micromanager is constantly asking for updates and is more likely to revise your work than provide feedback on how it could be improved thus providing a development opportunity. You are not allowed to make even small decisions, and because this type manager is quick to find fault, in even the smallest of details, projects are likely to be delayed and stress increases well beyond normal levels, sometimes even to the point of causing physical harm.
A study performed by Trinity Solutions showed that 70% of people polled considered quitting their jobs and 30% did quit because of being micromanaged.
The most ironic thing about micromanagers is that they often believe their oversight is a measure necessary to achieve excellence. However, the time spent helicoptering over their employees is likely exactly what is keeping them from effectively managing their department.
The Brilliant Jerk – It almost sounds like an oxymoron. There was certainly nothing moronic about Gregory House in the TV Series titled, House MD. The Huffington Post referred to his character as the “Sherlock Holmes” of medicine. But unlike Holmes, House goes out of his way to be rude, shirk responsibilities that he feels are beneath him, and thinks the hospital policies are “suggested guidelines”. There is no question he’s a genius when it comes to the practice of medicine, but what is the cost of keeping someone like House around in the real world?
We’ve all worked with a gifted high performer who was an undeniable jerk. To put it simply, they don’t play well with others. Historically, this type of toxic boss tends to get a free pass when it comes to being rude or abrasive as long as they are delivering results. However, new studies have shown, there is a high cost to tolerating or even rewarding the brilliant jerk.
They can tear an organization apart from the inside out. They introduce toxicity into organizational culture that reduces moral and increases team turnover. In the long term, this toxicity will erode even the best of strategies.
The Work Institute estimated that 77% of turnover could have been prevented by employers. And that turnover on average it costs 1/3 of an employee’s annual salary, and 1 to 1.5 times the annual salary for high tech jobs.
The Rage-aholic – I can think of no better example of a Rage-aholic boss, than Gordon Ramsay, Celebrity Chef. He has been wildly successful with his cooking themed shows like Hell’s Kitchen, Kitchen Nightmares, Master Chef, Hotel Hell, and 24 Hours to Hell and Back – just to name a few. Viewers can hardly wait to tune in to each episode to see Ramsay scream in the faces of incompetent chefs, struggling and sometimes delusional restaurant owners, or even difficult customers. He is not swayed by gender, looks, or social status. He is an equal opportunist when it comes to raging.
Whether it’s scallops sticking to the pan, undercooked lamb, or unsanitary food handling, Ramsay is notoriously abrasive and ready with a robust collection of swear words and devastating insults. With his bullish belittling, he leaves behind a broad wake of dumbfounded and tearful, kitchen staff.
When we see characters like our troll bosses on TV or in the movies, we laugh. In real life having a toxic boss can take its toll. You may dream of telling your boss to go jump in a lake? But they’d probably just delegate it to you, micromanage it, and then take credit for the awesome splash!
It’s important to know when to stand up to your boss and equally important to be professional in your approach. You’ll want to think through any possible repercussions to ensure the truth doesn’t set you free from your job. Be specific, be confident, and recognize that you cannot control the response, but you can get outside help. If the behavior is extreme or unlawful you should immediately seek help from your HR department. You may not the only person being impacted by the boss’ behavior. No one should feel unsafe, disrespected, or unappreciated at work. Speaking with HR will give the organization an opportunity to protect you and your peers from suffering a toxic work culture due to a troll boss.
We’ve shown a lot of examples of troll bosses, using fictional characters that people can easily relate to, so using that same theme, who is our favorite “Best” TV boss?
As a longtime fan of NCIS, the honor goes to Leroy Jethro Gibbs, who is head of the NCIS Major Case Response team. He is a strong leader who will take the heat for his team and frequently shows a caring side. He does all the right things you would expect of a great boss. He offers clear direction, gives stretch projects, trusts his team to get the job done without micromanagement and has a good sense of humor. He goes out of his way to makes thoughtful gestures to his staff, like keeping Abby well stocked in Caf Pow, her favorite high energy caffeinated drink. He also provides positive feedback when the team achieves measures of success. You can see how meaningful it is by the pride beaming from Tony’s face when Gibbs says, “Good job DiNozzo!”
He empowers his team to be independent thinkers instead of micromanaging. He expects them to find their own solutions and trusts they will get the job done. Throughout the series many of the team have been offered external opportunities. But the loyalty that comes from strong leadership and culture drives top talent retention.
Welcome back to Week 2 of our Halloween Monster Mash Blog Series! This week we are talking about the Ghost, and Frankenstein! Spoooookyyyy!
The Ghost – A person involved in the recruitment process who ghosts a candidate after he or she has advanced to the interview process.
What is ghosting? It is the practice of suddenly withdrawing from all communication without explanation.
Anyone who has tried to find a job in a fast-paced market has likely been ghosted at some point. An astounding 65% of job seekers say they never (or rarely) receive a rejection notice from employers.
On the flip side, anyone involved in the recruitment process knows it can feel overwhelming to personally respond to everyone who expresses interest in being hired to your company. Even more so if you are processing hundreds or even thousands of applicants.
In today’s tech savvy world, we have applicant tracking systems that can send an instant, automated response stating only candidates being considered for the role will be contacted. This is a great way to level-set on the front end.
But what about the candidate who spends hours of their time, often juggling a busy schedule for phone screens, video interviews, face-to-face, and even call back interviews, only to then be ghosted if not moving forward? Not only is it a terrible feeling, but it’s a drain on the time and energy they could be putting into other areas of their job search.
You might be thinking, if the company doesn’t plan on moving forward with a candidate, why should it be concerned with their candidate experience?
Today more and more job seekers are leaving negative feedback regarding their candidate experience on job search sites such as Glassdoor, social media and social networking sites, or sharing by word of mouth, making company brands more public than ever.
According to Glassdoor, 58% of job seekers consider a positive experience to include clear and regular communication, 53% clear expectations, and 51% feedback regarding rejection.
Additionally, 40% of applicants state they would pull out of the recruitment process due to a poor first interaction with the Recruiter or Hiring manager, this is only 4% less than the number one reason given, which is the announcement of a recent layoff.
This means it is important that some type of response be given to all that have taken the time to apply and interview. While automated responses are a useful tool for candidates not being recommended for interview, anyone who advances to the interview stage should receive timely follow up on the status of their candidacy. It may not be a comfortable conversation, but by creating a personalized interaction, it’s sure to help you stand out as a true professional and be a good reflection on your employee brand.
The Frankenstein – a group of HR systems that have been ineffectively pieced together resulting in inefficient business processes or data integrity issues.
Typically, when deciding on HR software the choices are between a best-of-breed approach or a comprehensive package. Either can be successful if approached with a strategic plan.
Best of breed typically offers custom solutions that can cater to complex program designs and provide a more granular level of function reporting, but little in the way of HR Analytics or cross functional dashboards. Additionally, systems can get bogged down due to multiple integration points.
Purchasing a comprehensive package is generally considered to be very user-friendly, with features like single sign on, and the benefit of robust reporting capabilities. Older versions offered little in the way of granular level customization, but rapid advances are being made in this area.
At times, companies will start with one “base” system and as the business grows, systems will be added based on individual department needs in an ad hoc way with no real strategic design. This is what we call the Frankenstein.
The Frankenstein will drain your team of valuable time and resources and increase the potential for error. It often involves pulling multiple reports to get all the data needed for comprehensive analytics.
Automation and streamlining processes mean more than simply adding technology to a current process. It’s important to understand what problems you want the system to solve, what is working with the current process, and what is not.
You’ll want to consider what you need for customizations and at what level, create a list of required features, narrow the list of solution providers, maybe ask a few trusted resources for recommendations. Consider scheduling demos for the top 3, discuss the system pros and cons and then select the one that meets the majority of your needs and provides the best overall price.
Implementing the right system can redesign how your HR department does business, streamline interdepartmental processes, and potentially provide a high return on your investment. You may even be able to accomplish more with a smaller team! Take that, Frankenstein!
Thanks for reading this week’s installment, we hope you enjoyed it! Be sure to check back next week for more of our twists on HR processes.
It’s spooky season! The Brilliant HR team is excited to begin our 5 part blog series where we will be covering some common Halloween monsters – with a twist – how each monster can show itself in HR!
To kick us off, this week we are covering the Skeleton and the Vampire.
The Skeleton – HR teams operating with a bare bones staff.
Functioning with a bare bones staff can lead to everyone being so overworked, they are no longer effective. This can be a result of incorrect staffing ratios, layoffs driven by budget cuts or even expansion where hiring has yet to catch up with company growth. When this happens, it is important to evaluate your current processes to ensure they will be effective in the new structure of the team. It may be that some employees are now wearing multiple hats and the previous processes are no longer efficient. Carefully analyze all that needs to be done, how many weekly hours it will take, and if it can be reasonably accomplished with your current team. You may want to consider hiring a consultant to help get you through a busy season. If the workload is the new normal, you may want to review what tools are available to help you automate some of your processes to ensure you can meet all your business objectives without burning out your staff. A fatigued staff are more likely to create errors which brings added risk to the organization. Automated processes can save you time and money and allow you to work with a leaner team. Having the right number of people and the right tools is key to running a successful HR Department.
The Vampire – Inefficient business processes that suck the life out of you
I’m guessing you have.
A business process is a series of steps performed to achieve a specific objective. These processes can be fundamental building blocks to the efficiency of a department or business as they can help streamline activities and ensure resources are put to optimal use.
Generally, when a business process is created it is driven by the desire to improve efficiency, streamline communication, to ensure accountability and establish an approval workflow, to standardize a set of tasks, and ultimately to prevent chaos from consuming your day-to-day operations. But what happens over time when business objectives change, technology progresses, fewer people are available to participate in the process, or budgets are smaller? What worked before may no longer be the best way forward.
The truth is the old process may no longer make sense to your current business needs. There are important steps necessary in the development of a new business process. The obvious ones, are to define the objective, map out the process, assign actions to stakeholders, test and implement the process. The less obvious and most important are to monitor the results and repeat. What does that mean? It means we should always be testing and monitoring the effectiveness of our processes and asking ourselves if the process needs to change to better optimize time, money, and resources.
Let us know in the comments – have you dealt with any of these monsters in your workplace?
We hope you enjoyed this first installment of our blog series, and be sure to check back next week to see what monsters are popping up!
It takes more than administration and paperwork to attract, build and retain the people you need to consistently deliver successful projects. Empower your managers and employees to own their own careers by investing in their development and help your human resources (HR) team focus improving the employee experience. A variety of self-service features helps you engage your employees and allow them to proactively keep up with certifications, training and other employee development opportunities, while maintaining their own information without intervention from HR. Self-service models are not new, but are more important than ever given current events.
Self-service is the norm for many people now – being able to check their account balances online, sending money through online services, reviewing options for jury duty, or buying movie theater tickets are just some of the many things people can do on their own now. And employees carry this expectation over into their work environment. With this current self-service culture, it is important that you can offer your employees tools internally to empower them and provide a good employee experience. Employees may not want to have to call or email HR to update their address, they’d rather just go and do it themselves.
Not only do employees expect this, but with the current trend to work from home, giving employees this ability is important. And when considered in the face of our current environment where many more employees are working from their home than normal, this is even more crucial. Having the tools at hand to get help on something they are doing when their colleague isn’t in the desk next to them or to make sure they are keeping track of meetings with their manager can help make the transition period easier for everyone.
Another added benefit for you is that enabling employees to access and maintain their own information and development can free up HR from those types of requests and exercises to focus on other things.
By putting the management of personal data in the hands on the employee, you enable them to make updates on their own (while reducing your workload at the same time).
Within Employee Self-Service, or ESS, employees are able to initiate changes to information on their profile based on the permissions you establish. For example, they can submit a change to their address, but not necessarily all pieces of data are visible or editable by the employee. These changes can trigger notifications and/or approvals before the changes go into effect.
Resumes & Job Openings
Employees also have the ability to maintain their resume within the system, making sure you always have up-to-date details for them available if you need resumes as a part of your proposal process. They can also use their resume to apply to internal job opportunities, if something that comes up that is of interest to them.
Employees can view their resume at any time, and if changes are needed, they can make updates to their resume. They also have access to an internal career portal, where they can apply to job posting if they find something of interest to them. Or, if they know someone else who would be a good fit for a job posting, they can refer a friend to that job. Once they’ve referred somewhere, they can check on the status of their referrals at any time.
The solution supports instructor-led, elearning, and read and sign courses, and makes these available to employees in the course catalog. Employees can easily see course details, including prerequisites, competencies/skills gained, and classes offered. From the class listing, they can easily enroll in courses available to them.
As employees take training within the system, it automatically builds their history as a part of their profile. They can download certificates and see the education units gained, aiding in reporting for maintaining certifications.
Certifications can also be tracked in the system. Certificates can be downloaded, and reminders can be sent for expiration dates. Employees have the ability to see these and update at any point in time.
The Deltek Talent Performance solution aids in the scheduling and tracking of continuous feedback. Employees can easily access feedback sessions, including both currently active sessions, as well as past completed sessions.
Employees can setup continuous feedback sessions with a proposed date, purpose, and notes, which their manager can then accept. Comments from both parties can be tracked, including signatures with notes once the session has been held. All recorded sessions are tracked.
Employees are notified of updates to their continuous feedback sessions and can make notes, create new sessions, or review past completed sessions.
Continuous feedback is visible within appraisals as well, giving employees the ability to easily see any sessions that occurred during that appraisal cycle and take comments and feedback into consideration as a part of the performance review as is needed.
Employees have the tools available to set goals for themselves. This is done with a simple one-step process. They can choose goals from the library, past appraisals, or other employees as a starting point, or create their own goals. This include SMART goal instructions to help make the goal Specific, Measureable, Attainable, Relevant and Time-bound. Goals can be based on a scale, numerical target, percentage complete, complete/incomplete, or with no score for informational purposes.
Employees can access their goals, both those set within the appraisal and those from continuous goal management, from the My Goals link under Performance. Here, they see current goal statuses and provide updates when needed.
Employees can recognize others within the organization that exemplify company values. This lets them enter in details about the recognition, and sends notifications to the recognized employee and their manager. Recognition received by employees also shows up in their performance review.
You might read dozens of resumes and find only a few possible gems. What are you doing with the resumes for the other handful of great candidates that you don’t hire for a particular role? Hopefully you’re saving them to build a great source of candidates for your next search! There are so many tools that can help you search through those resumes for the skillset and experience you need. Applicant tracking systems are no longer a “nice-to-have.” They are absolutely essential for the modern recruiter. Your job has changed and you cannot be as effective without the right tools. Here’s five ways Deltek Talent Management helps you be a more effective recruiter so you can better organize, find and interact with your applicants.
1. Resume Search
The resume search within Deltek Talent Acquisition enables you to search your entire database of resumes using different parameters. These parameters can vary widely from a basic keyword search, to a location search radius, to specific skill certifications, licenses or security clearances. To determine the correct filters for your search, start with the following questions:
If you have a lot of old resumes in your database, are you able to search based on recently modified resumes?
Is your search saved for OFCCP reporting if this is a requirement for your company?
If you have modified your application form to add custom fields for your company, can those be added to the search form?
Once you find resumes that match your criteria, can you take action on those resumes by sending emails, inviting applicants to apply to new postings, or forwarding them to another user for review?
Did you know that all of these options are available to you in Deltek Talent Acquisition?
2. Search Resumes Dashboard
At times, getting access to resumes quickly is a priority. When an applicant calls in wanting to know the status of their application, or a hiring manager wants to update you after an interview, being able to quickly find an applicant’s resume is important. Our Main Dashboard for the application is configurable to include a Search Resumes widget, so you can come in and quickly find their resume.
3. Resume Search Agents
Sometimes you don’t find the right candidate right away in your existing database, and being able to be notified when someone applies who meets your criteria would be very helpful. That’s where Resume Search Agents come into play – you can save your searches as a Resume Search Agent, and then choose how frequently you want emails to come in when applicants matching your criteria apply. This is very helpful when you post a hard to fill position and want to be notified when resumes come in that meet your needs.
4. Resume Pools
When you find highly qualified applicants in your database, being able to quickly find them when openings are available is helpful. Resume Pools make it easy to tag these resumes and view a listing of resumes with that tag. For example, if you had two great candidates for a job and hired one of them, tagging that “second choice” resume by adding them to a Resume Pool for easy access in the future if a new opening comes up is beneficial. You can also have your Resume Search Agents automatically populate Resume Pools for you, maintaining a list of candidates who have some of those skills you are on the lookout for. And keeping in touch with these candidates you’ve tagged is simple with Talent Relationship Management available within Deltek Talent Acquisition.
5. Monster and CareerBuilder Resume Search Integration
What happens if you don’t find the talent you need within your resume database? There are other tools and databases you can use to search for resumes – we work with both Monster and CareerBuilder to provide these services from directly within Deltek Talent Acquisition. For example, if you enable the Monster search integration, you have the option to search the Monster resume database directly and then import the resumes you find into your resume database. These resumes can then be reviewed, included in Talent Relationship Management campaigns, or invited to apply to job openings.
As a part of our underused Talent Management features series, we wanted to highlight some of the different ways you can recognize the accomplishments of your employees. In this post, we will walk through three underused Talent Management features: Employee Recognition, 360 Reviews, and Project Appraisals. Each of these features makes it easy for you to recognize your employees and for your employees to recognize each other.
We often talk about the modern workforce in our posts, but I think the desire for recognition is pretty universal. Your employees want to feel like they are contributing to your business and they want to know that they are having a positive impact on their colleagues. It can be difficult to find the time to create these types of programs and that’s why we’ve built features into Talent Management to help you create a positive culture of recognition and collaboration. If you’d like to learn more or see these features in action, check out our recent demo called “Give Employees What They Crave: Recognition.”
#1) Employee Recognition
Within Deltek Talent Performance, employees can submit recognition for other employees in the organization. The employee giving recognition can provide information by selecting “create new employee recognition” and inputting information for one or more employees. They can include specifics about the situation and the skills and competencies that the employee or team demonstrated.
Once employee recognition has been given, the employee who gave this recognition can see the feedback they’ve given and received, and can drill down to view the details of each entry. This screen lists recognition created by the logged in user, as well as recognition submitted by other employees to recognize the currently logged in user.
Employees can view the feedback they have given and received
When the entry is submitted, an email notification is sent to the employee being recognized, his or her manager, and the user who submitted the entry. Additionally, both the manager and employee can access recognition as a part of the employee’s performance review.
Include Employee Recognition entries in performance discussions
#2) 360 Reviews
Another way to collect information is through the use of 360 appraisals. These reviews expand the performance process from managers/team leads and employees to others who have information about the employee’s performance (both inside and outside of the organization). Managers can easily launch a 360 using a workflow template and choose who the feedback will be requested from.
360 Reviews are easy and intuitive to launch and use
If you enable the option, employees can also recommended others they would like to participate. It is also possible to keep the participants anonymous in the employee’s view. Once all participants are confirmed, the manager can review and advance the 360 to the next phase. At this point, participants in the 360 receive an email notification with a link to the solution to complete their task. They are able to review the items included in the form, as well as provide comments where applicable.
As participants complete the review, managers can view who has/hasn’t completed their tasks. They can drill-down into each completed review to see individual responses. They also have a summary view available to them to see results side-by-side.
All completed 360s are stored within the employee’s past appraisals section
Additionally, a project team lead can launch project 360s for members of the project team. External participants (such as the client they worked with) can also be included to obtain feedback on project delivery. Reports on 360s are also available, making it easy to see what feedback is being captured.
#3 Project-Based Appraisals
What can you do to make sure that the feedback you’re providing your employees is both timely and relevant? One answer may be at your fingertips. There are many different ways to manage employee performance, ranging from annual performance reviews to continuous feedback sessions. Deltek’s strong focus on projects means we also provide project-based appraisals for your project team members. This makes it easy to involve project managers in the review process and solicit feedback on employee performance at the end of projects they are engaged in.
Within Talent Development, project teams can be added and team members and a team lead established.
As a part of the project team, performance reviews can be launched for team members by the team lead.
Project reviews can include goals, competencies, achievements, and other components. These components are then available for review and scoring by the team lead. This means your employees are getting relevant and timely feedback that can be immediately applied to their next project. You will create a culture of performance and recognition while helping your employees to develop and advance more quickly.
If you are looking for ways to drive employee engagement and improve performance across your project teams, then you’ve found a great place to get started with these features.
The three features discussed here are easy to use and easy to implement. Make sure to subscribe to hear more about ways you could be leveraging your Talent Management solution more fully.