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News, Articles, and The Weekly Round-up

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New project management articles published on the web during the week of July 2 – 8. And this week’s video: Bill Gates discusses his pledge of $2 billion for investment in new alternative energy technologies. 3 minutes, safe for work.

Business Acumen and Strategy

Managing Projects

Managing Software Development

Applied Leadership

Research and Insights

Working and the Workplace

Enjoy!

Posted on by Dave Gordon
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New project management articles published on the web during the week of June 25 – July 1. And this week’s video: Harry Hall suggests four ways to engage project stakeholders. Just over a minute, safe for work.

Business Acumen and Strategy

Managing Projects

Managing Software Development

Applied Leadership

Research and Insights

Working and the Workplace

Enjoy!

Posted on by Dave Gordon

My consulting practice consists of human capital management transformation projects, so I spend a lot of my time around HR people. Many HR professionals will tell you they are fighting a “war for talent.” Employee turnover rates are higher and average tenure shorter than at just about any time in history for most organizations, for a variety of reasons. Employees with advanced technical skills are not staying in jobs as long as they used to, and every open position represents an opportunity cost. When the work has to be spread among other employees, the negative effects accumulate quickly. As a result, both recruiting and retention get a lot of attention—except from the managers they work for.

Suzanne Lucas, who writes as The Evil HR Lady for Inc. and number of other publications, recently touted an article by Chip Cutter on the practice of —job applicants cutting off communication with corporate recruiters and hiring managers. There has always been a fraction of new hires that don’t show up on their first day in retail and restaurant jobs, but this is now a growing phenomenon for technical and white-collar positions, too. Lucas and many other HR practitioners say this is a behavior that the applicants learned from employers, especially hiring managers, during the era of high unemployment. Now, there are more open positions than unemployed workers and the tables have been turned.

Perfection is Over-rated

Every manager wants to hire someone who has exactly the right skills and personality, experience and education, and can hit the ground running. And just about every HR executive complains about managers who won’t choose among the candidates they’ve been presented for open jobs. They point to managers who admit that “This one is perfect,” but they want to see a few more. They forget that outstanding candidates have other opportunities. Unemployment rates in technology are much lower than the rates in the general population, which is now at the lowest point in this century. Even those managers who have successfully “poached” employees from another company underestimate the competition for talent. The hiring manager must be decisive to be effective.

Understand the Hiring Process in Your Organization

Most large employers these days go through an extensive HR-managed process that includes everything from drug testing, credit, and criminal record checks to nondisclosure and IP agreements. Equity grants and other compensation approvals add steps and approvers. This introduces a certain amount of latency, and the longer it takes to get someone on board, the greater the exposure to cold feet. I know of one Silicon Valley employer that had a 10% no-show rate among candidates who had already accepted offers, and that was several years ago. If your organization allows the hiring manager access to the applicant management system, you should monitor the workflow for each requisition, and if necessary, nudge those who have aging actions in their inbox. After you decide on a candidate, maintain contact with that new team member right up until their start date. Keep them informed and feeling wanted, or you might see them snatched away by some other firm.

Make the Landing as Smooth as Possible

Studies have found that the ‘new employee experience’ largely drives tenure. In exit interviews with people who decided to leave their new job in the first six weeks, most organizations hear reasons that amount to ‘disappointment.’ It’s not just onboarding, but fitting in. Excellent teams make a point of getting their new members to feel comfortable asking questions without fear of being judged. Excellent managers don’t just delegate the new hire experience to a ‘buddy,’ they work to establish a new relationship.

Retention Starts on Arrival

Say what you want about the job-hopping habits of the Millennials: they’re just applying the rules of the modern marketplace. Can you really blame a twenty-something for wanting to develop her resume? The challenge for the manager is to help her develop that resume without leaving. Special projects, additional responsibility, and training aren’t exactly golden handcuffs, but don’t you really want to retain the ones that are engaged? Understand that new hire’s personal goals and make that part of your management plan for them.

Getting to Team Stability

Most managers will tell you that continually re-forming the team as people come and go is a strain on everyone. It helps to engage the group in onboarding and retention. It’s a drag for the new hire to follow someone who was perceived as a valued colleague and trusted friend—no one can match up on the first day. Sensitize your team to the needs of the new starter and enlist them in helping her be successful.

The pace of business picks up a bit more each year. Don’t expend your valuable time as a manager being indecisive, and don’t let someone surprise you with a resignation. As tough as this year looks, next year will be worse, and you won’t like to face it with only half of a team.

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A rallying call: golden oudh, frankincense, iris, and steel. Proceeds from this scent benefit EMILY’s List, an organization that supports electing pro-choice Democratic women to office.

Jeanne d’Arc, Albert Lynch

SKU: Nevertheless Category: Activism

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This scent is more complex than I’d predicted, and absolutely gorgeous. Airy and sharp by turns, holy and grounded from one moment to the next, it’s perfect for a woman with a backbone (or sword) of steel and the weight of her convictions behind her. Or for anyone who supports such a woman.

stormyhearted

stormyhearted

Very incense-y on me- I don’t get any floral at all. It’s not for me but it’s not bad, either.

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Gloame

When wet, there’s a bit of a sickly scent to it. On dry down, that fades completely and it’s a light resin-y, incense-y, floral. It’s pretty, but it doesn’t stand out as anything spectacular on my skin. I agree that it does have a medieval vibe and would be great for RP.

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Probably my favorite scent I’ve ever recieved. It starts off !lmost brash and offensive, the Golden oudh overpowering the other notes. Once it dries, it melds into a sweet and powerful musk, the flowers and steel coming through gorgeously. 10/10.

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I don’t normally go for floral scents, but I *had* to give this a try! In the bottle, it smells good. There’s something clean and no-nonsense about it. On skin, it burst with the layers of scent rather spectacularly, but then with my body chemistry it settled into the floral note, which overwhelmed all else. I don’t think this is a scent for me, but I know plenty of lovely, strong women who I might be able to gift it to, and I’m glad a little of the money for the purchase went to a good cause!

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Today, the Trump administration announced that they will be reinstating the US military ban on transgender people. This policy not only affects the livelihoods of thousands upon thousands of transgender military personnel, but also paves the way for further acts of bigotry and hate in our government and communities.

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Adding captions or subtitles to Facebook videos not only ensures that your videos are more accessible, but is also a useful way to make sure your videos can be understood with the sound off. After all, as of 2016 , 85% of Facebook videos were watched on mute.

But figuring out how to add video captions on Facebook can be tricky. We’ve put together a guide to walk you through it, including how to use Facebook’s auto-captioning feature, and how to create and upload your own caption files.

The good news is, if you’re posting a video to a Business page, Facebook will automatically generate captions for you. Here’s how to set them up:

Either drag your video to the “Write something…” section of the page or click the “Share a photo or video” icon to upload a video file from your computer.

In the popup your video will begin to upload to Facebook. Here you can also add the copy for your video where it says “Say something about your video…”. This copy will be displayed alongside you video post in the Facebook feed.

In the drop down next to the Publish button, select Save Draft for now. Don’t worry, you’ll be able to schedule your video later. In the meantime, the video will be a draft, accessible by clicking Publishing Tools > Posts > Drafts.

Once you’ve saved your video as a draft, click on the Edit Video button when the popup about your video processing pops up.

After you click “Edit Video,” you’ll see several tabs. Click on the one that says “Captions.” Here you’ll have the option to upload an SRT File (which we’ll get to later). But if you want to automatically generate captions, click the Generate button.

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