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Last week we talked about the oft-overlooked yet major necessity in startup and high-growth companies: employee feedback. This week, we're taking that a step further. Feedback is just the baseline requirement with your employees. You also owe them some support, coaching and development along the way

If there's one thing that corporate America drills into your head again and again, it's ROI. Especially during budget season. And while I don't miss those complicated Excel models, I'm constantly reminded of the importance of measures. You need an argument for making one investment choice over anoth

This week's Talent and HR News Roundup: This week we've done some trendspotting. What are HR leaders citing as talent trends for 2014 and beyond?

Ever move so fast as a part of a startup or high-growth company that you forget to look up? Yep, us too. But when you forget to look up, or you're moving full-steam ahead, it's easy to ignore one of the things that matters most: your people. Leaders are often the worst culprits. They've got so much

This post originally appeared on Talemetry's Blog Talemetry Today. Advertise job, receive resume, email candidate, process offer — our recruiting processes have become more transactional than ever. That’s not a bad thing! We have more tools than ever to source, track and manage candidate, and that t

A key part of growth for every startup and high-growth organization is talent. The people. That's how we make our living here at exaqueo. But sometimes the best examples are right in front of us -- growing startups every day. This week we've been paying attention to some of those leaders and pass al

In my experience, HR is usually a year and a half behind the curve for many business trends. From TQM in the 1980's, balanced scorecard in the 1990's -- we're usually behind the curve. When I was in HR for a F500 company in 2007 and first started talking about using social media in HR, people though

The annual performance review is about as old and tired as Granny. It's time for a change! Or is it? Either way, managing employees -- being able to deliver feedback in some consistent way is the bane of leaders' existence everywhere. This week we share four perspectives on talent performance manage

Every company wants to be cool in some way -- more specifically, be known for something: a great place to work, a cool thing to be part of, a place people brag about joining. That's where the values come in. Whether valuable or not (pun intended), core values are the hot topic when it comes to cultu

I once had a very successful startup founder say to me, “I don’t get it. I hired all of the smartest people I could find. And they all hate each other now.” There’s a clear path to startup success: killer idea, strong funding, high growth, impressive valuation. But many startup founders get to that

As the summer begins to wind down, recruiters prepare for the busiest month of the year: September. It's when companies tend to hire the most and you'd better be prepared. If you're a startup or high-growth company you'll be competing against the big corporate guns with the money to spend on recruit

It's a pivotal moment, really. The point when you finally hit the magic budget number and you can add to your startup team. But chances are you have no idea how to hire. No offense, but it's true. Sure, you've worked in companies before and added to your team. You've interviewed before. How hard can

When you make strategic recommendations for a living, it goes without saying that you have to know your technology and tools. The organizations relying on exaqueo for broad guidance also need help with execution. And that often means bringing in help in the form of technology and tools. What we're s

Today's Thursday Lunch Break is live from London. That's right, I'm on vacation. Yes, I do travel much of the time but it's almost always for work. This time I convinced my mom to join me (#MominLondon) and had an "I needed this" moment at afternoon tea, at The Goring Hotel. We sat down to gorgeous

A few weeks ago, I was chatting with the uber-smart co-founder and CMO of Piston Cloud, Gretchen Curtis. Gretchen was fresh off a panel I hosted for HR-types to help them understand why they should care about marketing. It reminded me to turn the tables and ask "why should startups care about HR and

Startups and high-growth companies always struggle when they hit the bumps in the road recruiting and managing talent.  Part of the challenge is that most founders aren't experts in people and human capital management. Like finance, sales and product development, managing the strategy for a growing

Work or work out? That is the question. Ever since I was little, I've been active in some way. I took ballet for 15 years and played lacrosse, field hockey, tennis and softball in school.  As an adult, I've made a failed attempt at marathon training (thanks left knee for the fun surgery) and now pra

Slides. Ping pong. Work from home. No offices. Free beer.  This is how we often describe startup company cultures. Descriptive nouns often hiding what they really are -- benefits or perks; cool stuff we get. THIS does not a company culture make. Founders are always asking me how to create culture. A

I started blogging in 2002. I designed a social talent network in 2007. I launched a social recruiting game in 2011. It's fair to say--I love to be social. But what I really love is thinking about new ways to connect people in the talent stream.  My personal brandline has always been: "where busines

So, what did you think of the Mad Men finale? Whether you loved or hated it, watching characters evolve on the show (or on any well-written show) is like watching your own kids grow up (or so I am assuming). But when I watched "Peggy Olson Grows Up," I had another thought too. What if we could watch

There's no shortage of complaints on workplaces over at Glassdoor. And I remember freaking out when I managed Marriott's employer brand and an employee at a branded hotel did this. We all have the things we love and hate about work, workplaces, bosses, co-workers etc.  So I'm never surprised when a

Every Thursday at exaqueo, we make sure to take a break and enjoy real life. Here's this Thursday's Lunch Break: This Thursday, I watched a video over lunch that resonated past and present. I didn't grow up in a true military family. One of my grandfathers served but my Dad was a teacher (ironically

Judging by the retweets, comments and direct messages, my post A Member of the Tribe--over at HRExaminer--resonated with folks. Seems we care about culture but we don't know how to define it, grasp it, understand it.  Several you wondered about the job seeker role in this. If companies are bad at de

One of the most important parts of the work we do at exaqueo is our work in culture. We help clients to create, build, dissect, understand, and re-build their cultures.  And it's not touchy-feel-y stuff. It drives business strategy. It explains how you get work done. And it helps employees self-sele