The Offspring’s dance recital was this Saturday. I love this picture because it is an example of many companies–everyone is supposed to be doing the same thing, but no one is. Sure, they are all wearing the same costume and on the same stage, but none of
The Carnival of the Insanities is up over at Dr. Sanity’s place.
You mean the problem isn’t just with crazy executives and there might be some problem with regular employees? I’m shocked. Stanely Bing, who wrote Crazy Bosses, wrote this article on crazy employees. Because we are nuts, you know, we who work for those who go insane above us.
The New York Times published an article on being chronically late–on Sunday. It’s now Friday and I’m getting around to blogging about it. Hmmmm… Anyway, they say those who are chronically late don’t do so to control or offend, they just are late–for everything. If you are one
Dear Evil HR Lady, I’m a recent graduate of an MBA program. I was recently interviewed by a firm after spending 3 weeks getting documentation from companies I had worked with in the past. I was told the documentation was required just to start the interview process. This
Would you believe that the California Government did something not right? They offered a bonus for early completion on repair of the collapsed bridge in Oakland. The result? Bridge repair complete in 17 days. It takes longer than that for pot holes to be filled around here. Here’s
You know what your name is. I realize that. Your friends recognize your voice when you call them. However, when you are an employee, or former employee, and you call some HR lady (an Evil one at at that) with a question and you get her voicemail, don’t
Or, rather, thoughts on blogging. I posted here about blogging anonymously. I mentioned that one of my favoritebloggers, Dr. Flea, pulled his blog down. Well, he should have done it earlier: It was a Perry Mason moment updated for the Internet age. As Ivy League-educated pediatrician Robert P.
I got a phone call from a former employee. She had secured a job offer at another company. Their standard package for an employee at her level included two weeks of vacation and no stock options. However, if she could prove that her previous job offered her three
Frequently, when we talk about the leadership pipeline, the question comes up, buy or build? This means, do we train and develop the people we have (build), or do we go out and seek new people (buy). It’s almost always cheaper to build than to buy. Not just
