A strong initial salary offer to a prospective employee might prevent a counteroffer and makes the person feel valued, says Andrew Challenger of Challenger, Gray & Christmas. Benefits such as flexible scheduling, telecommuting and stock options also help candidates feel "like they are winning in the salary negotiation," Challenger says.
Accepting that perfection is impossible is one of the most important steps to building resilience, Lauren Ruef writes. Maintain the belief that you can outgrow shortcomings through hard work and appreciate processes instead of just results, she advises.
Don't be concerned that asking others to double-check your work makes you look unconfident, especially if you're sending important emails or working on a project with many little steps involved. It's wise to know when the importance of a task calls for another set of eyes to ensure no mistakes have been made, writes Richard Moy.
Even if you picture your workplace as an impenetrable jungle of cliques and politics, it's important to make a good faith effort to get to know your coworkers, writes Jane Burnett. As long as you don't lose yourself or become a pushover in an effort to make others like you, your time getting to know coworkers will be well spent, Burnett writes.
Luc Andreani, managing director of Foodpanda Singapore, works with HR to communicate clear policies to employees and offer training sessions led by department leaders. "The main complexity for us when it comes to hiring is making sure that each person is carefully vetted and even peer vetted so they match the culture of the company rather than jumping into making a decision," Andreani says.
Get ready for the EU's General Data Protection Regulation, which goes into effect next year, by naming a data protection officer and planning an annual review of how customers' personal information is used, writes Jose Alberto Rodríguez Ruiz, Cornerstone's data protection officer. Companies will also have to provide information on the location of employee data and how it is being stored.
Employee relations manager is a role that companies should consider as HR takes on a bigger business role, writes Jason Brannan, who leads strategic and operational HR at North West Boroughs Healthcare NHS Foundation Trust. "You can't be an effective partner unless you understand the employee relations side of things -- you can be as strategic as you like, but this must be understood to be effective," he writes.
HR should help employees get comfortable with digital technology and make it part of company culture, writes Laurence Smith. "The most important element -- and if your CEO doesn't get it, this may be too broad a chasm to cross -- is creating a culture of experimentation," he writes.
Build stronger teams by embracing conflicts within them and managing the tension, write Orla Leonard, Nathan Wiita and Christopher Milane from RHR International. Take risks that lead to results, consider customer demand when making decisions and encourage bottom-up innovation.
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