Coaching Carousel

[Ransom Stoddard]

What are the first four?

1. Challenging Work
2. Recognition
3. Employee Involvement
4. Job Security
5. Compensation

Motivating people: Getting beyond money

The economic slump offers business leaders a chance to more effectively reward talented employees by emphasizing nonfinancial motivators rather than bonuses.

www.mckinsey.com

In my 30+ years in and out of management, I think this is pretty accurate, although I think younger generations might substitute "Job Flexibility" with "Job Security". The ability to work from home and set your own hours is becoming a deal breaker, especially in IT.

 

[GForce]

1. Challenging Work
2. Recognition
3. Employee Involvement
4. Job Security
5. Compensation

Motivating people: Getting beyond money

The economic slump offers business leaders a chance to more effectively reward talented employees by emphasizing nonfinancial motivators rather than bonuses.

www.mckinsey.com

In my 30+ years in and out of management, I think this is pretty accurate, although I think younger generations might substitute "Job Flexibility" with "Job Security". The ability to work from home and set your own hours is becoming a deal breaker, especially in IT.

1. Challenging Work

pfft. I want it as easy as possible so I can sit around and read sports message boards all day.

 

[LvilleILL]

Hearing we are gaining some steam with a certain Oregon assistant..

 

[Gunner22]

Hearing we are gaining some steam with a certain Oregon assistant..

Anything on Chin?

 

[Deleted member 748191]

Hearing we are gaining some steam with a certain Oregon assistant..

This is good. We lost several recruiting battles to Oregon in the past 4 years, including a localish kid. Its easy to forget all the recent misses, big mac, boakye, franklin, nesbitt, every alabama recruit etc..etc...change isnt always bad

 

[Noblesville Illini]

Hearing we are gaining some steam with a certain Oregon assistant..

Guess we're puttin' our $$ where our mouth is..................

 

[Ubermensch]

Hearing we are gaining some steam with a certain Oregon assistant..

Someone's getting a raise.

 

[LvilleILL]

Anything on Chin?

haven't heard anything new today. waiting to hear how the meeting went.

 

[Epsilon]

1. Challenging Work
2. Recognition
3. Employee Involvement
4. Job Security
5. Compensation

Motivating people: Getting beyond money

The economic slump offers business leaders a chance to more effectively reward talented employees by emphasizing nonfinancial motivators rather than bonuses.

www.mckinsey.com

In my 30+ years in and out of management, I think this is pretty accurate, although I think younger generations might substitute "Job Flexibility" with "Job Security". The ability to work from home and set your own hours is becoming a deal breaker, especially in IT.

Interesting stuff. Surprised work culture wasn’t in the top 5. That and the people I work with have kept me hanging around where I work.

 

[sacraig]

1. Challenging Work

pfft. I want it as easy as possible so I can sit around and read sports message boards all day.

I have challenging work AND I sit around and read sports message boards all day. Take THAT!

 

[Heisenbobble]

Hearing we are gaining some steam with a certain Oregon assistant..

Wake me when he's signed the contract. As with recruiting, I'll believe it when I see it. No offense meant!

 

[illinitiger]

Hearing we are gaining some steam with a certain Oregon assistant..

Thanks for intel...

Semi related (or maybe not) any takes on why Okoro didn't develop to his potential?

 

[Ubermensch]

Thanks for intel...

Semi related (or maybe not) any takes on why Okoro didn't develop to his potential?

He shouldn't have moved up.

 

[JFGsCoffeeMug]

Thanks for intel...

Semi related (or maybe not) any takes on why Okoro didn't develop to his potential?

Probably not the whole story, but here's some of it:

[Okoro's] sophomore season, however, was one filled with adversity. He suffered an injury in the offseason and then was struck by a car while leaving Oregon's arena early in the season. During the month of December, he was away from the team for a week to be home in Nigeria to attend the death of his father.

Source

 

[Snoopy]

1. Challenging Work
2. Recognition
3. Employee Involvement
4. Job Security
5. Compensation

Motivating people: Getting beyond money

The economic slump offers business leaders a chance to more effectively reward talented employees by emphasizing nonfinancial motivators rather than bonuses.

www.mckinsey.com

In my 30+ years in and out of management, I think this is pretty accurate, although I think younger generations might substitute "Job Flexibility" with "Job Security". The ability to work from home and set your own hours is becoming a deal breaker, especially in IT.

McKinsey is not on the side of the employees. I think this is a myth propagated to make middle management think they can do something about employee satisfaction when the C-level types are enforcing salary curves.

Survey results likely turn out this way largely because compensation as defined for most worker drones is constrained to cost of living increases and an outside chance of 10% or so on a promotion or job change to a competitor every 5 years. Sure I'll give up a 1% raise for a more interesting job. But, in every case I've seen an employer offer 2-3x current salaries, the other considerations disappeared unless someone else matched. Start ups in Silicon Valley snatch perfectly happy employees from big companies regularly on the slim chance of a life changing payout. Only things I've really seen top life changing raises are family considerations or true job security (say a tenure track position at a top 10 university).

 

[WhiteHorseWings]

1. Challenging Work
2. Recognition
3. Employee Involvement
4. Job Security
5. Compensation

Motivating people: Getting beyond money

The economic slump offers business leaders a chance to more effectively reward talented employees by emphasizing nonfinancial motivators rather than bonuses.

www.mckinsey.com

In my 30+ years in and out of management, I think this is pretty accurate, although I think younger generations might substitute "Job Flexibility" with "Job Security". The ability to work from home and set your own hours is becoming a deal breaker, especially in IT.

Seriously? I come here to get away from this stuff. Not to read more if it.

 

[Epsilon]

McKinsey is not on the side of the employees. I think this is a myth propagated to make middle management think they can do something about employee satisfaction when the C-level types are enforcing salary curves.

Survey results likely turn out this way largely because compensation as defined for most worker drones is constrained to cost of living increases and an outside chance of 10% or so on a promotion or job change to a competitor every 5 years. Sure I'll give up a 1% raise for a more interesting job. But, in every case I've seen an employer offer 2-3x current salaries, the other considerations disappeared unless someone else matched. Start ups in Silicon Valley snatch perfectly happy employees from big companies regularly on the slim chance of a life changing payout. Only things I've really seen top life changing raises are family considerations or true job security (say a tenure track position at a top 10 university).

McKinsey is also notorious for prompting layoffs at the organizations they consult for. They help management teams too afraid of firing people do their dirty work, in the guise of ‘right-sizing’ or whatever euphemism of the day is en Vogue. If you ever hear them sniffing around your office, be sure to update your resume.

 

[sacraig]

McKinsey is also notorious for prompting layoffs at the organizations they consult for. They help management teams too afraid of firing people do their dirty work, in the guise of ‘right-sizing’ or whatever euphemism of the day is en Vogue. If you ever hear them sniffing around your office, be sure to update your resume.

 

[Illini92and96]

McKinsey is also notorious for prompting layoffs at the organizations they consult for. They help management teams too afraid of firing people do their dirty work, in the guise of ‘right-sizing’ or whatever euphemism of the day is en Vogue. If you ever hear them sniffing around your office, be sure to update your resume.

They bring their predetermied answers which get readilly accepted since the client is paying so much money for the advice. Later they get hired in strategy by one of their former clients.

 

[Epsilon]

It’s an entirely fair question too. I have no idea!

 

[TheFameProtector]

Seriously? I come here to get away from this stuff. Not to read more if it.

 

[othawhitemeat]

haven't heard anything new today. waiting to hear how the meeting went.

I appreciate your posts, but in all seriousness, the KY posting is over on the 3rd. It should not take this long for Chin to decide - I'm guessing he knows where he is going and just waiting closer to that date.

 

[lexwaldez]

They bring their predetermied answers which get readilly accepted since the client is paying so much money for the advice. Later they get hired in strategy by one of their former clients.

You don't get paid of ton of money to give your clients answers they don't want already want to hear. Management shells out that cash for validation and to outsource the dirty work. I agree.

 

[spillini]

You don't get paid of ton of money to give your clients answers they don't want already want to hear. Management shells out that cash for validation and to outsource the dirty work. I agree.

At my employer today was the last day for 10% as a result of a McKinsey “strategic review” so.....can confirm.

 

[ILLINIShox24]

I've been avoiding this thread, waiting for an official announcement thread to let me know if either of the coaches actually left. Did they?