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<www.graceville.k12.mn.us

<www.graceville.k12.mn.us>

It’s Friday, so as always here are a few articles you should be reading:

  1. Laurie Ruettimann has a solid 4-part series up on her site about the core components of a great company culture here. The whole series – which cites continuity, curation, collaboration, and creativity as must have fixture in a great culture – is worth reading in its entirety… but I want to specifically highlight the post outlining the case for collaboration. It’s a great read because it touches on the importance of trusting and including people across demographic and experiential lines in discussions and decision making processes. This because the best teams trust and (on a larger level organizations) communicate effectively as a group, leveraging one another’s strengths while respecting differences. Ergo, whether focusing on building a stronger culture, or just looking to raise the water level around performance, collaboration has to be a table stakes requirement.

 

  1. Margaret O’Hanlon has a great piece on Compensation Café laying out the value proposition for pay transparency. I’ve gone back and forth on this one over the years (I think it really depends), and I think there are some good arguments on both sides of the debate… but I’m sharing this piece because I think the point made in it – that transparency limits compression issues and in the long run controls salary cost – is a powerful one. When an organization has to defend pay inequity, it is less likely to make offers that create compression issues on the basis that it will ultimately have to correct for them. Interesting idea… check out the full post here and please share your thoughts in the comments section below.

 

  1. Tim Sackett reminds readers of one of the great wisdoms in recruiting – never give a hiring manager just one candidate – even if he or she is a nearly perfect fit. As human beings, when there is only one option we often tend to assume there’s something wrong with it. As HR pros one way we should look to overcome this issue is by presenting our hiring managers/teams with a slate of prospective talent (even if the best choice is obvious). Old but good tip…

Happy Friday,

Rory

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