I’ve been blogging at the Compensation Cafe for about a year and a half and loving it. The Cafe bloggers are a diverse team with different voices and areas of specialization so it’s always the first blog I check when I log on each day.
Today I’ve been revisiting and cataloging my Cafe posts by topic. Why? Well, I was thinking my mom might like a leather bound copy for Christmas this year…
Here they are, the complete anthology of a Fairy Compensation Specialist:
The Hidden Cost of Work – You know what your workforce costs. Do you know what the actual work costs?
Do You Know What Meetings Cost? – Meetings are expensive. And often unnecessary.
The Value Gap – The gap between what people do and what they could do.
Collaboration: $1.99/Lb – Don’t let collaboration slow you down.
A Plug for Cash – Overpaying employees won’t motivate them more but underpaying them may demotivate them.
What if We Kill Incentives? – A peek at a world with no incentives.
Hey, Watch Where You Point That Thing! – Careful with those incentives…
Embracing the Sea Change – Are you prepared to deal with contingent workers?
When There’s No Script – Do you want to hire specialists or generalists?
Moving Away From Job-Based Pay – How compensation must evolve to meet the needs of a changing workforce.
Powered by Recognition – Recognition programs work best if you also recognize managers who recognize their employees.
What’s in it for Bob? – Why should your experienced employees mentor your new employees?
Are Your Managers Ready? – The best laid plans of mice and compensation specialists may be undermined by poor managers.
Engagement: The Good Stuff – Best practices in workforce engagement.
It Actually IS Personal – Smart companies align what’s good for the business with what’s good for individuals.
Strings Attached – How to create a feeling of connection to the organization.
Back to the Basics – Engagement is about more than money.
Who’s Your Talent Manager? – Talent management is a full-time job.
Show Me the Monkey – Lessons about engagement from our primate cousins.
What Can We Learn About Rewards from a Company With no Rewards? – How DOES Wikipedia do it?
All I Want for Christmas – On the power of appreciation.
Trends in Global Talent and Rewards – How to define globally consistent talent and rewards programs.
Are You Comparing Apples and Oranges – How to use a global rewards index to compare global compensation programs.
Because they Can – An ironic essay about what’s wrong with executive compensation.
The Curse of the Golden Handcuffs – Practical advice on keeping leaders engaged while preparing future leaders.
Executive Compensation – The Real Risk – Despite what they tell you, executive incentives result in very predictable behaviors.
That’s All Very Well but I’m Just the Comp Planner – The most effective strategies for compensation professionals.
We Must, We Must, We Must increase Our Trust – How to re-establish trust in a cynical organization.
Total Rewards Gurus Where Are You? – Today’s compensation specialists need to walk both sides of the fence.
It’s Not About Spending Less – Business is about making money, not saving money.
Trend Watch 2010 – Amazingly accurate predictions about the future of rewards.
Who Do You Love? – Are you rewarding the right people?
Do Your Rewards Strategies Encourage Poor Performance? – A reality check for performance management.
Balancing Act – There’s no ‘right answer’ when designing rewards programs.
I’m a Hi-Po, He’s a Hi-Po, She’s a Hi-Po – Wouldn’t you like to be a hi-po, too?
Goals – Good goals and bad goals – how to spot the difference.
Coffee’s For Closers – A pay for performance primer featuring Alec Baldwin.
One Size Doesn’t Fit All – How to maximize the effectiveness and perceived value of rewards.
Shopping at the Compensation Cafe – Why not let people choose their own rewards?
Re-Engaging Your Employees – Using workforce analytics to optimize rewards strategies.
What Can We Learn from Marketing? – HR and marketing have more in common than you’d think…
What’s In It For Them? – Compensation communication should help employees connect the dots between performance and rewards.