Comments on: Hiding Behind the Economy

By: HRM Today - Blog Archive » Hiding Behind the Economy (Part 2)

HRM Today - Blog Archive » Hiding Behind the Economy (Part 2) — Tue, 17 Feb 2009 21:06:15 +0000

[...] touched on this before. There are a lot of people (and companies) who are blaming all of their challenges on the [...]

By: Hiding Behind the Economy (Part 2) — hr bartender

Hiding Behind the Economy (Part 2) — hr bartender — Tue, 17 Feb 2009 13:09:41 +0000

[...] touched on this before. There are a lot of people (and companies) who are blaming all of their challenges on the [...]

By: Robert Richman

Robert Richman — Fri, 13 Feb 2009 23:08:34 +0000

Great post. I’m glad to read you’re putting it in the context of performance, and how that’s what they need to pay attention to, regardless of the economy.

I’m working with the authors of a new book on performance called “The Three Laws of Performance.” It just hit #1 on Amazon this week. I’m happy to get you excerpts if you’d like.

By: Wally Bock

Wally Bock — Wed, 11 Feb 2009 20:45:47 +0000

Congratulations! This post was selected as one of the five best business blog posts of the week in my Three Star Leadership Midweek Review of the Business Blogs.

http://blog.threestarleadership.com/2009/02/11/21109-midweek-look-at-the-business-blogs.aspx

Wally Bock

By: Hayli @ RiseSmart

Hayli @ RiseSmart — Wed, 11 Feb 2009 15:11:00 +0000

I think it’s good to a point. In the old days, Gen Y in particular developed a reputation for, if they didn’t like something, moving on with a new job search. So turnover is less because they’re a lot more inclined in this economy to stay put and develop their KSA’s – which I see as code for “lay low and conform to the system.” I say that because this generation actually thrives on feedback and is consumed with self-improvement and good performance – how has that gone unrecognized? Whatever sort of transformation is going on, it won’t kill their spirit – Gen X/Y will continue to innovate, no problem.

By: BA

BA — Wed, 11 Feb 2009 01:24:33 +0000

As I read this I thought about technology creeping into everything. While there may be some arguments around the fact that technology has aided us in becoming a very lazy group of people, I still find that good old fashioned methods cannot be replaced by technology.

For instance, even though technology has aided salespeople by producing take-offs and estimates at a rapid pace in the lumber industry, many salespeople have become inept to understanding their clients’ projects and what products are part of their build. Spell check has produced a huge number of dummies that can’t spell. Calculators have made math too easy for people in the field; therefore, many of them can’t put together simple equations when necessary. I still employ good old fashioned elbow grease when I need to do a take off so I can speak intelligently to a builder when he/she has a question about their residential or commercial project. I like some of the older stuff and I welcome a return to vinyl in the record industry.

A book recommendation…

Dropping Almonds
Bach Anon

Business doesn’t have to be so savy either, just honest and full of hard work. I don’t believe we need to innovate anything to bring us out of this crisis. We just need more honest leaders that aren’t so apt to engage in corruption.

Thanks for the post!

By: Michael VanDervort

Michael VanDervort — Tue, 10 Feb 2009 17:03:33 +0000

Managing performance in down times is one of the key responsibilities for all managers. I have spent years beating up managers who want to utilize a slack business period as an opportunity to lose the poor peformers.

The fact that we even recognize this as a recurring problem shows that companies do not manage performance well, and that was a truth long before Gen X, Gen Y or millenials entered the workforce.

The companies that manage it well are probably more effective in the long term, although GE and their current issues may even turn the Welch churn model for managing performance inside out.

Good post. This will remain an on-goign challenge.

(Thanks for the shoutout on my article that Jim Stroud reposted on Recruiter Lounge, btw!)