Assessment and Evidence-Based Management and Featured and Interviews and Other and Performance Management and Recruitment and Selection Finding The Right Match Can Be Tricky: The Effectiveness of Various Candidate Selection Methods May Shock You! Key Points: Selection tools are quite different in their ability to predict performance than previously thought. Some less, some more. Overall (rather than contextualized) personality measures and years of job experience, are not meaningful predictors of performance. Structured Interviews, Job Knowledge, Biodata, Work Samples, Cognitive Ability and Integrity Tests are useful assessment methods and criteria.Continue Reading
Evidence-Based Management and Featured Evidence-Based Management: From the What and the Why, to the How To The central premise of Evidence-Based HR is that people decisions are more likely to be successful when they build on critical thinking and the use of the best available evidenceContinue Reading
Featured and Health and Safety and Leadership and Myth-Busting and Other and Performance Management and Training and Development and Work Motivation Effective Coaching Methods: Not all coaching is created equal or is it? Key Points: Coaching approaches that are rooted in psychological theories show a positive impact on coaching outcomes. More tools in our toolbox are better than one. Integrative coaching approaches are likely to yield the most impact on coaching outcomes. As coaching becomes increasingly popular and more accessible as a development intervention in the workplace –Continue Reading
Assessment and Featured and Myth-Busting and Other and Recruitment and Selection Myth-Busting: How Believing Smart People to be Socially Stunted Could be Costing You and Your Business Key Points: The belief that highly intelligent people lack social skills is a common stereotype, but recent research suggests it is more likely a myth than an informative stereotype. Findings suggest that smarter people tend to be better at accurately interpreting and responding to the social and emotional cues of others. By using objective data,Continue Reading
Employee Turnover and Featured and Myth-Busting Employee Turnover: Will Money Help Retaining Employees? General compensation and financial rewards alone may have a limited impact on employee turnover. Rewards beyond pay (e.g. benefits, career or growth opportunities, and training) may have a larger effect employee turnover than money.Continue Reading
Featured and Health and Safety and Other and Performance Management and TeamworkJul 22, 2024 Decoding Workplace Deviance: Interpersonal and Organizational Dimensions and Their Correlates Key Points: 1. Costing organizations billions of dollars in lost productivity and other expenses, deviant workplace behaviours are harmful not only to employees but also to organizations at large. 2. Workplace deviance is distinct from counterproductive workplace behaviour with the key distinction being that workplace deviance includes specific negative work behaviours. 3. Workplace deviance canContinue Reading
Featured and Organizational Development and Other and TeamworkFeb 19, 2024 Unlocking Innovation: The Key Team Dynamics for Success Key Points: Goal interdependence (when individuals depend on each other for their goals), job-relevant diversity (difference among team members concerning job- or task-related characteristics), and team size are all team-level input variables that relate to innovation with goal interdependence having the strongest relationship among them. Internal communication, vision, support for innovation, and task orientation areContinue Reading
Featured and Teamwork and Work MotivationDec 8, 2023 How to be a “cozy” organization: which socialization tactics to use, why and for whom “Should I stay or should I go?” Besides being a title of a glorious song by “The Clash” this is also a question that newcomers usually make when they have their first experiences in a new organization. And what can an organization do so that the answer will be positive? Here we present a summary of the most effective tactics of organizational socialization, to help newcomers’ adjust and improve their intent to stay.Continue Reading
Featured and Health and Safety and Other and TeamworkDec 1, 2023 Death-spiraling within organizations: how tit-for-tat negative behavior perpetuates itself and how to end it Key Points: Individual-specific characteristics, such as an employee’s personality traits and workplace attitudes, are not the only factors that influence whether they choose to engage in negative behaviors in the workplace. Often, negative workplace behavior is part of a behavioral exchange between individuals in which the negative behavior from one individual, Party A, is negativelyContinue Reading
Featured and Health and Safety and Leadership and Myth-Busting and Other and Performance Management and Training and Development and Work MotivationMar 25, 2024 Effective Coaching Methods: Not all coaching is created equal or is it? Key Points: Coaching approaches that are rooted in psychological theories show a positive impact on coaching outcomes. More tools in our toolbox are better than one. Integrative coaching approaches are likely to yield the most impact on coaching outcomes. As coaching becomes increasingly popular and more accessible as a development intervention in the workplace –Continue Reading
Featured and Health and Safety and Leadership and Other and Training and Development and Work MotivationMar 11, 2024 Workplace Coaching: What Does the Evidence Say and Does it Work? Key Points: 1. Workplace coaching is an impactful developmental intervention, it has an even greater impact for females and those more removed from the organizational setting. 2. Certified, evidence-based coaches, with a background in behavioral science will yield the greatest impact regardless of the number of sessions – benefits are realized regardless of how manyContinue Reading
Featured and Other and Performance Management and Training and Development and Work MotivationJul 21, 2023 Goal setting can influence job performance. But under which conditions? Key Points: Set challenging and specific goals for higher performance. Use data, feedback, and progress monitoring to achieve goals effectively. Consider individual differences and intrinsic motivation for successful goal setting. This Evidence-Based Summary has been made available in an audio-based format. Click play to give it a try! Most personal and professional progress is directedContinue Reading
Featured and Leadership and Training and DevelopmentApr 28, 2023 A Quick-Start Guide to Leadership Training Done Right Key Points: When delivered effectively, leadership training programs can improve leadership, change behavior, and help an organization’s bottom line. But you can’t just assume that the training you’re considering (or already receiving) is actually being delivered effectively. You should conduct a needs analysis before beginning training to ensure that the program that you’re considering isContinue Reading
Assessment and Featured and Health and Safety and Leadership and Training and DevelopmentApr 25, 2023 How Mindfulness Can Benefit Leaders, Their Followers, and Make for More Profitable Business Key Points: Mindfulness is positively correlated with many highly sought health and wellness indicators. Mindfulness is similarly correlated with highly sought and highly effective leadership styles like transformational leadership, authentic leadership, and with specific leader behaviours like less leader abuse. Organizations would do well to implement demonstrably effective evidence-based mindfulness training as it’s both costContinue Reading
Training and DevelopmentSep 3, 2019 Training: Make Change Stick with Behaviour Modelling Key Points: Behaviour modelling training (BMT) is a popular training intervention which focuses on changing behaviours on the job. BMT improves trainees’ knowledge, skills, and desired actions on the job You can design BMT to work even better, for example by describing both the “what” and the “why” of the new behaviors trainees learn SarahContinue Reading
Featured and Health and Safety and Other and Performance Management and TeamworkJul 22, 2024 Decoding Workplace Deviance: Interpersonal and Organizational Dimensions and Their Correlates Key Points: 1. Costing organizations billions of dollars in lost productivity and other expenses, deviant workplace behaviours are harmful not only to employees but also to organizations at large. 2. Workplace deviance is distinct from counterproductive workplace behaviour with the key distinction being that workplace deviance includes specific negative work behaviours. 3. Workplace deviance canContinue Reading
Compensation and Benefits and Featured and Health and Safety and Other and Performance Management and Work MotivationJun 24, 2024 Burning the Midnight Oil is not Burning Out: The real link between burnout and job performance Key Points: Burnout is a multi-dimensional concept, that is not about working long hours. Job performance suffers when people experience burnout, and there are stronger performance impacts for feelings of inefficacy. Organizational interventions to support well-being and curb burnout need to focus on the measurement of burnout and how it may affect various occupations differently.Continue Reading
Diversity & Inclusion and Featured and Leadership and Other and TeamworkOct 13, 2023 Is Cracking-Wise Wise? What Evidence Suggests About Humor Use in the Workplace Key Points: Not all forms of humor are the same and different forms of humour can have different outcomes. Successful uses of humor (the sort that results in other people appreciating or finding funny) should be differentiated from unsuccessful humor use (jokes that don’t land well or that fail to deliver the intended humorous effectContinue Reading
Diversity & Inclusion and Featured and Leadership and Other and Teamwork and Work MotivationSep 8, 2023 How an Employer-Employee Identity Discrepancy May be Exhausting Your People and Bleeding Your Profits Key Points: Studies indicate that employees identify with organizations when there is an alignment in values, feelings of support, and they feel trust in the organization’s leaders to make the right decisions. The evidence suggests that organizational identification is malleable and can change with changes in the values of the organization or with changes inContinue Reading
Employee Turnover and Featured and Leadership and Other and Performance Management and Work Motivation Turnover: Decoding It’s Effects on Performance Key Points: Relationship between turnover rates and organizational performance is significant and negative. Voluntary and reduction-in-force (RIF) turnover have more negative impact than involuntary turnover rates in the context of organizational performance. We have been going through a tough job market with lots of uncertainties: Covid lockdowns, rising and waning inflation, disruption of supply chains,Continue Reading
Featured and Health and Safety and Leadership and Myth-Busting and Other and Performance Management and Training and Development and Work Motivation Effective Coaching Methods: Not all coaching is created equal or is it? Key Points: Coaching approaches that are rooted in psychological theories show a positive impact on coaching outcomes. More tools in our toolbox are better than one. Integrative coaching approaches are likely to yield the most impact on coaching outcomes. As coaching becomes increasingly popular and more accessible as a development intervention in the workplace –Continue Reading
Featured and Health and Safety and Leadership and Other and Training and Development and Work Motivation Workplace Coaching: What Does the Evidence Say and Does it Work? Key Points: 1. Workplace coaching is an impactful developmental intervention, it has an even greater impact for females and those more removed from the organizational setting. 2. Certified, evidence-based coaches, with a background in behavioral science will yield the greatest impact regardless of the number of sessions – benefits are realized regardless of how manyContinue Reading
Assessment and Evidence-Based Management and Featured and Interviews and Other and Performance Management and Recruitment and Selection Finding The Right Match Can Be Tricky: The Effectiveness of Various Candidate Selection Methods May Shock You! Key Points: Selection tools are quite different in their ability to predict performance than previously thought. Some less, some more. Overall (rather than contextualized) personality measures and years of job experience, are not meaningful predictors of performance. Structured Interviews, Job Knowledge, Biodata, Work Samples, Cognitive Ability and Integrity Tests are useful assessment methods and criteria.Continue Reading
Employee Turnover and Featured and Interviews and Other and Recruitment and Selection Enhancing the Online Applicant Experience: Shaping Perceptions and Behavior in Online Recruitment Key Points: Applicant experience seems to be linked to how applicants perceive the organization or whether they finish their application or not. Applicant experience’s correlation with perception and behavior do not seem to vary based on gender and sex. There are no differences between males and females and various age groups. Nowadays, many companies useContinue Reading
Employee Turnover and FeaturedJan 22, 2018 Employee Turnover: An Evidence-Based Approach to a Thorny Issue Employee turnover can be costly. It’s easy to find advice on how to reduce employee turnover, but an evidence-based practitioner would look for more than that. Here you can read the results of 17 years of research with data on 669,000 people.Continue Reading
Employee Turnover and Featured and Myth-BustingFeb 5, 2018 Employee Turnover: Will Money Help Retaining Employees? General compensation and financial rewards alone may have a limited impact on employee turnover. Rewards beyond pay (e.g. benefits, career or growth opportunities, and training) may have a larger effect employee turnover than money.Continue Reading
Employee Turnover and FeaturedMar 26, 2018 Job Characteristics Contributing to Employee Turnover: Do Nothing and You Risk Losing People Do you have positions, teams or departments where employees tend to stay for significantly shorter periods of time than in the rest of the organization? In these situations, the characteristics of the job might contribute to driving people away.Continue Reading
Employee Turnover and FeaturedJun 12, 2018 Employee Turnover: How to become a manager that people don’t want to leave You may have heard the saying “people leave managers, not jobs”. But is it even true?Continue Reading
Featured and Health and Safety and Job Insecurity and Other How to Tackle Job Insecurity: Job Resources VS Demands Key Points: Resources and demands both matter for job insecurity but the former matters more. Loss of resources and increase in demands are more crucial for part-time employees and blue collar workers and these groups are more prone to job insecurity. Gender, tenure and union membership doesn’t seem to matter for job insecurity. The extentContinue Reading
Featured and Health and Safety and Other and Performance Management and Teamwork Decoding Workplace Deviance: Interpersonal and Organizational Dimensions and Their Correlates Key Points: 1. Costing organizations billions of dollars in lost productivity and other expenses, deviant workplace behaviours are harmful not only to employees but also to organizations at large. 2. Workplace deviance is distinct from counterproductive workplace behaviour with the key distinction being that workplace deviance includes specific negative work behaviours. 3. Workplace deviance canContinue Reading
Assessment and Evidence-Based Management and Featured and Interviews and Other and Performance Management and Recruitment and Selection Finding The Right Match Can Be Tricky: The Effectiveness of Various Candidate Selection Methods May Shock You! Key Points: Selection tools are quite different in their ability to predict performance than previously thought. Some less, some more. Overall (rather than contextualized) personality measures and years of job experience, are not meaningful predictors of performance. Structured Interviews, Job Knowledge, Biodata, Work Samples, Cognitive Ability and Integrity Tests are useful assessment methods and criteria.Continue Reading
Employee Turnover and Featured and Interviews and Other and Recruitment and Selection Enhancing the Online Applicant Experience: Shaping Perceptions and Behavior in Online Recruitment Key Points: Applicant experience seems to be linked to how applicants perceive the organization or whether they finish their application or not. Applicant experience’s correlation with perception and behavior do not seem to vary based on gender and sex. There are no differences between males and females and various age groups. Nowadays, many companies useContinue Reading
Diversity & Inclusion and Employee Turnover and Featured and Health and Safety and Interviews and Other and Recruitment and Selection What Can You Do to Encourage Discussions About Accommodating Employee Disabilities? Key Points: People with disabilities face barriers in employment, and accommodations such as accessibility facilities, flexible policies, and modified equipment are crucial for their work experience and quality of life. Many Canadian companies lack clear accommodation practices, resulting in less than 20% of people with disabilities using accommodations despite their right to be accommodated. TheContinue Reading
Featured and Interviews An Evidence-Based Take on Understanding Workplace Behaviors: Interview with John Ballard, PhD, Author of Decoding the Workplace John Ballard is emeritus professor of management at Mount St. Joseph University in Cincinnati, Ohio. In 2016 the university presented him its Distinguished Scholar Award for his efforts to bridge the management scholar-practitioner gap through his blogs, tweets, and his award-winning book. He is co-author of the much-acclaimed “Who Built Maslow’s Pyramid? A History ofContinue Reading
