Category: Benefits

How To Deliver Bad News At Work

bad-news-at-workThis guest blog has been provided by Kevin Sheridan, best-selling author and innovator in the field of Employee Engagement.

You may work at one of the most positive workplaces in the world, but invariably, there will be times when you must deliver bad news at work to a team or a colleague.  We’ve all been there.  Probably the most visceral example of this is when you have to lay someone off.  Many of us have been the recipient.  Just in November 2016 alone, more than 26,000 workers were terminated.1

Certainly, it is never easy to deliver bad news to a colleague.  With that said, here are 3 useful tips for “softening the blow” to the colleague:

  1. Put yourself in their shoes.

When you become sensitive and show empathy to people, they feel you care about them and the position they find themselves in.  While many people deliver bad news wearing a full sheet of armor to protect themselves and their emotions, studies have shown it is much more effective to be personal and show emotion when delivering bad news.  Compared to managers who guard themselves from showing emotion, empathetic managers are much more likely to yield more positive outcomes.  The great outcomes include, but are not limited to: protecting the reputation of the organization, lowering the survivor guilt of remaining employees, and lessening the likelihood of post-layoff lawsuits and EEOC claims.


The Jack Dorsey Productivity Secret That Enables Him to Run Two Companies At Once

This guest blog has been provided by Kevin Kruse, best-selling author and thought leader in the field of Employee Engagement.

Jack Dorsey was named CEO (again) of Twitter last week, and he’ll continue to hold the same title at pre-IPO Square.

How can Dorsey run two companies when most of us struggle to keep up with one job? What’s his secret to getting it all done?

I recently interviewed over 200 billionaires, millionaires and successful entrepreneurs for my new book, 15 Secrets Highly Successful People Know About Time Management, and one of the unique habits of many I interviewed was creating themes for different days of the week. In fact, this was so prevalent I listed it as Secret #12 in the book.

Dorsey himself explained his secret to being productive while working eight hours a day at each company, in a 2011 interview at Techonomy:

The way I found that works for me is I theme my days. On Monday, at both companies, I focus on management and running the company…Tuesday is focused on product. Wednesday is focused on marketing and communications and growth. Thursday is focused on developers and partnerships. Friday is focused on the company and the culture and recruiting. Saturday I take off, I hike. Sunday is reflection, feedback, strategy, and getting ready for the week.


The Non-Negotiable List – 20 Red Flags For Interviews

This guest blog has been provided by Kevin Sheridan, best-selling author and innovator in the field of Employee Engagement.

nonnegotiableIf you ever interview job candidates, you need a Non-Negotiable List.  This list is used during the interview process to help identify “warning signs” that candidates aren’t a good fit for the organization or position.  When a candidate shows one of these warning signs, he or she is no longer considered as a potential hire.

We used a Non-Negotiable List quite effectively at my old company, curbing our turnover by over 90% in one year.  The genesis of the list were the many occasions where on the heels of a new employee not working out (fired or resigned), one of the interviewers would say something like “You know ,when I interviewed him/her I noticed he/she . . . (Fill in the blank with any of the items on the list below.)  When it comes to interviewing, trust your gut.

Here is a list of 20 sample non-negotiable traits and behaviors that should be red flags for most jobs. This list will help you start creating a list of your own, using warning signs for behaviors that clash with your company culture.


And the Winner Is…

the winner isCongratulations to Tracey Russell of Atomic Energy of Canada! She is the winner of cfactor’s iPad® mini Giveaway.  Ms. Russell was one of several hundred people entered in the contest, which was conducted during the 2013 IHRIM Conference, June 3-5, 2013.

Thank you to everyone who stopped by the booth and entered to win. We had so many insightful conversations with delegates at the booth and were pleased to provide a sneak peek of the newly unveiled Virtual Day 1 product.

Special thanks to everyone who visited the cfactor Works booth at the conference. We’ll see you again at HR Tech in October!

Show the Whole Picture: 3 Keys to Improving Employee Satisfaction Through Total Rewards Transparency

If “a picture is worth a thousand words”… what is ½ a picture worth?  Or ¼ of a picture?  Without the benefit of the entire picture, it is impossible to determine its worth because we can’t assign value to the parts we don’t have visibility … Continue reading Show the Whole Picture: 3 Keys to Improving Employee Satisfaction Through Total Rewards Transparency

Using HR Tech to Optimize Your Total Rewards Investment


Aon Hewitt recently released their 2012 Total Rewards Survey – a brilliant and thorough 84 page examination of “everything an employee gets from the employer that they find rewarding”.  They found companies fail to align total rewards strategy to business outcomes, fail to gather hard data and metrics and fail to listen to current and future employees. They point out it is cost and competitiveness (both misunderstood and misapplied), which drive total rewards programs and not program effectiveness or employee preferences. And they show that the difference between high-performing and all other companies is not the programs offered, but how they are executed.

This prompted an article from Andrew McIlvaine entitled “Not So Totally Rewarding”, wherein he examines the disengagement gap between what employees value and what employers believe they value.