It is common fact that when the economy slows down, and company revenues drop in some proportion that most companies pull back on resources, cut spending, headcount, curtail travel, reduce project funding, freeze the hiring process or scrutinize the hiring process that draws it to a standstill. Human Resources is the gatekeeper of the hiring process and in some or most cases takes the brunt of the criticism for stalling the flow of applicants and offers.
In one particular case it is important to keep the hiring process in full force and that is in sales. If there is one sure way to demotivate this revenue generating group it is to (1) freeze hiring, and (2) reduce headcount hoping and expecting that this reduced headcount will sell more by working harder. NO, it is a sure way to see revenue fly out the window with a demotivated group. Keep them incented with perks, spiffs, and any other acknowledgement of success they have that keeps this "engine that can" going.
Having seen this over my many years in business I have learned that you continue the hiring process for sales and that will help minimize the economic effect recessions have on business.
Tell me what your thoughts are on this important topic.
Wednesday, May 21, 2008
What are your best (worst) examples of corporate Gobbledygook?
This question came up on Linkedin and my answer was as follows:
"Lots of acronyms for stuff that has no affect on revenue or profits. The worst case is the term "solution" but no one to implement it and the best is "case study" that made a direct impact on the top and bottom line. "
"Lots of acronyms for stuff that has no affect on revenue or profits. The worst case is the term "solution" but no one to implement it and the best is "case study" that made a direct impact on the top and bottom line. "
The Secrets of Successful Strategy Execution
In the June 2008 issue of Harvard Business Review, Gary Neilson, Karla Martin, and Elizabeth Powers delve into the issues around execution failure and how so any companies focus on the wrong areas. The key areas of successful execution and what matters most are information; decision rights; motivators; and structure.
This article digs into the the 17 fundamental traits of organizational effectiveness. The key role of human resources executives is to make sure that they keep the management team focused on the right elements to insure strategy is carried out and the goals of the company are met. One piece of this is to make sure that your, the HR executive, sits at the table and has as much input as the other key members of the team. Decision time, and layered weightings causes delays in success and the adage " time is money" surely comes into play here.
Read the article, it is a mind altering content driven, research backed must read. Your comments are surely welcomed.
This article digs into the the 17 fundamental traits of organizational effectiveness. The key role of human resources executives is to make sure that they keep the management team focused on the right elements to insure strategy is carried out and the goals of the company are met. One piece of this is to make sure that your, the HR executive, sits at the table and has as much input as the other key members of the team. Decision time, and layered weightings causes delays in success and the adage " time is money" surely comes into play here.
Read the article, it is a mind altering content driven, research backed must read. Your comments are surely welcomed.
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