In this series of posts I will use Eddy’s It’s All Your Fault to explain what a high conflict personality is and how to deal with such personalities in the workplace. In this post (Part 1), I’ll explore the basics and some what-not-to-do tips. In future posts, I will explore tips for specific personality types… Read more »
Let’s look at five key shortcomings of agency legacies, and how they will inspire advancements to define 2016 as a year of disruption for federal HR technology.
The Mondays are usually hard enough as is. As the first day after a weekend, we tend to have a giant list of to-dos and not enough time on a Monday to do them. We decided to help compile a few noteworthy posts to make your life easier. Today’s DorobekINSIDER program will be your need-to-knowRead… Read more »
Public sector growth is often hampered by frequent and abrupt leadership changes, a complex bureaucracy and limits on financial incentives. So what can public organizations do to fight history and improve their work environment? Check out these simple strategies that can help public agencies build an engaged, mission-oriented workforce.
Government already collects data about us that could be used to more efficiently provide access to the range of services that one might need. Through implementing a consent process, like what the health care and financial sectors have done, government could make better use, through data sharing, of the data it already has.
Today’s standard of employer-sponsored health insurance is a relic from the early 1940s. Although the employer-sponsored model worked well when employees stuck with one company their entire careers and healthcare costs were low, it has become increasingly dysfunctional.
One of the biggest disappointments of my federal career has been my abject failure to improve the engagement numbers of my fellow American Indian/Alaska Native colleagues
When we intentionally create spaces to talk about racism, yes, someone will inevitably shift the conversation from race to poverty. This redirection does four important, counterproductive things.
FITARA holds great promise for federal technology procurement, including HR technology. By assuring the communication lines between HR and IT remain open, the odds of FITARA success at your agency will greatly improve.
Data shows that millennials are leaving government at faster rates than Gen Xers and baby boomers. And although the outlook seems bleak, agencies should use this data to fuel change and new ideas that keep all employees, especially newly hired millennials, engaged and inclined to stay on board.