Recruiting News

Companies That Failed to Thrive—Is Yours Next?

Yesterday’s Advisor featured Consultant Scott Hamilton’s five steps to get away from legacy thinking and figure out what’s coming next. Today, we list and describe companies that failed to thrive, plus Hamilton’s five organizational trends for 2015.

History and market velocity dictate that companies that ignore innovation will fail, Hamilton says.

Kodak

Kodak stopped being innovative, says Hamilton. They got enamored with paper and chemicals and were blinded to other possibilities. The Kodak board rejected a digital model long before anyone else had one going.

Or how about Instagram? Why didn’t Kodak think of that?

Blockbuster

The Blockbuster board was presented with the Netflix model 8 years before Netflix appeared on the scene.

Red Cameras

Digital Red movie cameras, developed by the owner of Oakley Sunglasses, are taking over the filmmaking industry.

Yellow Cab Company

Why didn’t Yellow Cab think of a model like Uber?


It’s the third HR Playbook from BLR®! Read the new guide, The Total Rewards Framework: Build Loyalty, Engagement, and Retention, and find out how to give employees what they most value.


The 2015 Organizational Trends

Hamilton offers the following trends for HR pros to check out:

  • Flat army. Employers are stripping layers and eliminating silos. For example, says Hamilton, General Motors had 14 layers in 1982 and has 8 now.
  • Customer centricity. The trend is for every employee to be customer-focused.
  • Speed. Nothing is standing still. Market velocity is accelerating.
  • Talent analytics. The move is toward predictive analytics, forecasting that will show how to drive more productivity.
  • Self-directed workforce (tech enabled). The Millennials are driving this change.
  • Global mind-set. Even smaller companies are finding that they need a broader, global perspective.
  • Contextual IQ. Tap the combined wisdom of your colleagues.
  • Strategic mobility and alignment. We’re not there yet, says Hamilton.

HR Skills for 2015

Hamilton says that HR managers will need four skills to succeed in today’s climate:

  • Perseverance
  • Engagement
  • Adaptability
  • The ability to build influence

Final Tip

Hamilton offers one final tip: Don’t be afraid of the truth. People are afraid to ask because they are afraid of the answer.

Being adaptable to current and future trends is vital for the health of any company trying to stay on top. Part of staying current means knowing the latest understanding about how a total rewards framework works.

It’s easy to think of total rewards as just “pay and benefits”—but there’s so much more to it than that. It’s the totality of the employment experience, including coworker culture, company ethos, and a great deal of other factors. The big question is: What do employees really want, and how can employers give it to them? You’ll find the strategies you need in the new guide, The Total Rewards Framework: Build Loyalty, Engagement, and Retention.

This third HR Playbook from BLR provides practical guidance on everything from effective compensation strategies to innovative benefits to perks and rewards—and how HR can combine them to not simply retain, but engage.


Rewards are about more than just pay and benefits! Find out everything you need with the new HR Playbook, The Total Rewards Framework: Build Loyalty, Engagement, and Retention. Find out more or order here!


You’ll learn practical guidance on building a solid total rewards program, including:

  • Implementing your total rewards framework
  • Developing your compensation strategy
  • Challenges and options regarding variable pay and benefits
  • Perks and rewards (many at low or no cost)
  • How to reward different categories of employees effectively
  • And much more!

You value your employees—be sure they know just how much. Start strategizing today with The Total Rewards Framework: Build Loyalty, Engagement, and Retention.

Click here to learn more or order your copy today!