What can we make more “agile” in HR? Aside from an agile approach to recruiting and hiring, we can make feedback and coaching much more iterative and incremental. Add in collaborative feedback and coaching, and appreciations, and it starts to look like an agile approach to “managing performance.” Performance “Management” is Really About Power In […]
I wrote about career ladders in Creating Agile HR, Part 5: Performance Management, the Career Ladder. Once you have a career ladder, it’s easy for everyone to understand the criteria for a given level. That means you can use an “agile” approach to manage compensation. Compensation is part of career management. Career management includes: Recognition (what
You have an offer. It’s lower than what you expected. You know that the higher your starting salary in a job, the more money you make over your lifetime. If you get “behind” in your salary, it’s difficult to catch up. How do you know what to ask for and how can you do it?
When I was a hiring manager, I almost never negotiated the offer I made to candidates. Why? I got to know people during the interviewing. I often asked in the phone screen when I knew I wanted to bring someone in, “The typical salary for this job is this range: x- y. Are we on
Imagine this scenario per a comment: you’ve been contracting or consulting while you’ve been looking for a job. A potential hiring manager asks you, “What was your gross income?” as part of the interview. What do you say? “Oy vey” is not a good answer. Although it might be precisely what you are feeling. This
After returning from one of the dinners in Brussels at Belgium Testing Days, Mieke Gievers, one of the organizers said, “I don’t think people have the same passion about their jobs. They just want more money.” I, of course, disagreed. The reasons people want money is that organizations have broken the implicit social contract to
A bunch of my not-happily-employed colleagues (some are unhappy, some are unemployed) are in the enjoyable place of considering job offers. One of them asked, “How do I know it’s a good offer?” You have at least two options I know of, to evaluate salary options: Payscale.com and Salary.com. (If you know of other free
Hiring managers, recruiters, anyone on the phone or in the interview with a candidate: Don’t ask the “What Salary Do You Expect?” question. It puts people on the defensive before you’ve had a chance to build rapport. Instead, as part of the phone screen, say, “This job is in our ‘senior engineer’ level, which has
I’ve been talking with a few hiring managers and a few senior candidates. The hiring managers are afraid to look at some senior people because they’re concerned the senior people will want salaries that are higher than the companies want to pay. The senior people are concerned that they can’t get interviews because the hiring
In my recent consulting (workshops and assessments), several technical staff and their managers have told me they’re not sure they are being paid what they’re worth. I ask “How do you know?” They tell me all the ways they’re working for the organization and how much that benefits their managers. I ask the next question,