If All Managers Aren’t Created Equal, Why Do We Treat Them As If They Are?

 Don’t think we do? Look at how we deliver performance management training. We pretend that one size fits all.  Wouldn’t it make more sense to match training and development to specific abilities?

Here are snapshots of three types of managers who have vastly different training needs — along with practical training suggestions matched to their particular needs.

The Naturals & Near Greats

How to Spot: Everyone knows a natural when they meet one. Enough said. The Near Greats are the ones you catch reading the Harvard Business Review. Both kinds are rare and invaluable individuals. Either they just get it intuitively — or they pride themselves on figuring it out.

Suggestions: Why not unleash the talents of these masters of employee motivation?  Go crazy. Instead of requiring these superstars to give annual reviews, simply encourage them to continue using the alternative methods they’ve honed — which have already proven to get superior results.

The Clueless

How to Spot: Clueless is a harsh but accurate label for 1) Non- conversational English speakers; and 2) Socially-challenged managers. Both have distinct problems but they share one common trait—disastrous results.  Some make stellar individual contributions but their expertise doesn’t transfer to people who work with them. 

·      Language-challenged managers star in the Silicon Valley version of  “The Emperor’s New Clothes.”  Everyone simply ignores the language barrier.

·      Socially challenged managers typically can’t read social clues. This kind of person isn’t hardwired to understand team dynamics or individual motivation.

Suggestions: This special group cries out for individual, one-on-one performance training. It’s a glorious day for the company when these challenged managers “get it” through individually nuanced preparation for the job.

The Scoffers

How to Spot: Scoffers resist making any improvements in their methods. They refuse to acknowledge that quality management is a job requirement. This type won’t even admit, for example, that positive reinforcement is a proven management technique.

Suggestions: I would tell this group that developing and applying management skill is a condition of employment for managers. Then I would start a special program — called “The Door”— for managers who won’t do the job.

7 Ways for Job Hunters to Avoid Daily Pokes in The Eye with Sharp Sticks

Suggestion One: Appear Optimistic — Even When You're Not.

 How many times have you wondered what to say when asked: “How’s the job hunt going?” Here’s a hint.  If you want to be successful in the recruiting process never publish negative results. Just say something offhand like “It’s promising” or “Lots of activity” and change the topic to another person. Bottom line: "Fake it 'Til You Make It."

Suggestion Two: Fruitful Networking Can’t Be All About You.

When you make networking calls be sure you have topics for conversation reflecting the interests of the person you are calling.  You’ll see that people are much more generous with their time and help when they are first asked to talk about themselves.

Suggestion Three: Master Social Media Recruiting — Even if You Hate the Idea

Today social media techniques are the norm in the Silicon Valley. It’s passé to make fun of tweeting, branding, and Internet self-promotion. Be conversant in social media even if it feels foreign to every fiber in your being.

Suggestion Four: Take Advantage of NOVA’s Job Seeker Center.

The folks who pay out unemployment checks have a giant motive to offer effective classes on traditional and new job hunting methods at no cost.  A huge benefit of these classes is that you are forced to make yourself presentable and get out of the house. 

Suggestion Five: Look on The Internet for Free Social Media Hiring Seminars Usually vendors of larger ticket job hunting courses offer free introductory webinars designed to attract buyers of their bigger programs. Two representative vendors are http://ResumeWebinar.com and greig@befoundjobs.com

Suggestion Six: Dive into LinkedIn It’s the single best job searching tool and it’s free. There is a ton of free training available on Linkedin.

Suggestion Seven: See if you would benefit from an individual coach.

Once you are on LinkedIn you’ll see lots of recruiting discussion groups and lists of individual classes and coaches. I am a social media recruiter and coach. In addition to the basics I work with clients to achieve quick individual targeted results.

Reach me at my email account: hrresults.pearce@gmail.com or by phone at 650-518-3027 to set up a 30 minute consultation at no charge. I write a blog about HR/legal issues including recruiting. http://judy-pearce.blogspot.com.  

Finding a Job in Mid-Career: What’s it Most Like?

A)   A delightful opportunity for growth and change 

B)   A piece of cake because of my rich uncle

C)   A daily poke in the eye with a sharp stick

If you're like or you know some Silicon Valley job hunters, you probably answered "C."

I've got a list of ideas and services that might help — some are free. The list is available at no charge. You are welcome to share it. Email me, Judy Pearce, hrresults.pearce@gmail.com.

Branding: It's Not Just for Cattle Anymore

The New York Times recently highlighted an ad inviting software engineers to join a company whose recruiting brand included a signing bonus of "a years supply of Pabst Blue Ribbon Beer” and a pair of “skinny jeans.”

According to the Times, the hiring managers crowed at their results: Number of resumes submitted doubled. It's seems to me all this celebrating might have been a little premature. 

While this ad generated more leads, the underlying message could be “Only Skinny Drinkers Need Apply.”  My questions about this brand:

• Did new hires arrive with a track record of producing results? 
• What about hidden costs?—Downtime as new hires calculate how many beers they could drink and still fit into their skinny jeans?)
• Were highly qualified candidates put off by the tone of the brand?

Although I was dragged kicking and screaming into developing my own brand —“A savvy HR pro who Brings Practical Insights to the Workplace” —I am now a believer. As a recruiter, I coach companies and candidates that adopting a distinctive brand is key to hiring and being hired in the age of social media.

I helped a Silicon Valley biotech company develop their recruiting brand —“Working with Smart People, Doing Cutting-Edge Work,” The brand grew out of interviews with top performers who said the draw of the company was:

1.     Smart colleagues

2.     Challenging work

3.     No politics and no (what they called) “organizational BS.”

To avoid having this brand backfire by being read  “Prima Donnas and Curmudgeons Encouraged to Apply,” I cautioned the company to include job requirements such as proven ability to work with teams and skill sets associated with product development in its job descriptions.  

Tip: Be Sure Key Job Requirements for Success on the Job Match Your Company Brand!

Legal Experience and Education

Had Enough of Facebook Already? Brace Yourself at Work

What a surprise! The Wall Street Journal reports that "youthful" entrants to the workplace don't like year-end performance evaluations!  Of course that's not a surprise — no one, young or old, likes them.

What is surprising is the introduction of alternative feedback systems specifically calculated to make the social media generation happier. It's certainly not surprising to find instant performance evaluation software looks and feels alot like Facebook.

Just like Facebook, instant feedback software allows authorized coworkers and managers similar  to "friends" to write on your page. Employees can get and give performance feedback to one another at any time.  Comments can be made by selecting  among familiar Facebook icons and badges such as "Thumbs up" or "Like" or "Unhappy Face."  Words, though permitted, aren't required.

The program gives managers an annual report for each subordinate detailing all of the happy and unhappy icons clicked by co-workers. Software allows the comments to be transferred to a performance evaluation form typically used in salary and stock recommendations.

Perhaps I  exaggerate the dearth of business value I find in assigning instant badges and symbols to complex hi-tech employment. Yet I still wonder:

Can we give one another feedback at work on matters more complex than "Angry Birds?" What do you think?