April Joyner wrote an article for Inc. about results-only work places. Inspired by the
controversy surrounding Yahoo!’s decision to eliminate telecommuting, Joyner discusses why flexible workplaces are a better alternative.
She explains a results-only workplace offers flexibility; “you’re free to do whatever you want, whenever you want, as long as you get your job done.”
Many people believe this environment wouldn’t work for their company, but Joyner says it can work for anyone. Read the full article for information on how you can benefit from a results-only workplace.
When hiring, it’s important to ensure candidates are fully aware of what goes into the job. According to Ben of UpStartHR, “sugar-coating or hiding any negative aspects of the job is the best way to ensure that the new employee doesn’t stick around for long.”
He suggests job previews can help to reduce turnover. How? Because candidates will be able to see how things work in your company – they won’t just be taking your word for it. By encouraging job previews, the risk of turnover is reduced and you’ll save money going through the hiring and training process again and again.
Jessica Stillman wrote an article for Inc. about redesigning office spaces to cater to human nature. She shares the three most common office designs that run contrary to our evolutionary preferences and tips on how to fix them.
“Greener and Brighter”
Studies show that presence of plants improves concentration and removes stress. Greenery has also been show to boost creativity.
Another study has shown that employees working under artificial light are less alert than those who exposed to daylight. The study explains “our cortisol levels drop significantly under artificial or poor lighting conditions. That means that we’ll be more stressed, and have less ability to stabilize our energy levels.”
Read the full article for more tips!
A reader wrote to Suzanne Lucas with a particularly tricky issue. An employee who was hired in 2003 no longer has skills relevant to the current business. The problem is, the employee has a mental illness and the employer is afraid to let her go because “I truly fear that if I terminate her she will finally go over the edge in bad ways I don’t want to even contemplate.”
For the Evil HR Lady’s response, read the full article here.
We’re strongly against Google-ing interview questions to ask – but if you feel the need to do so, Inc. complied a great list.
Each question comes from a leader at successful companies like HootSuite and Bullhorn.
Check out the questions here!