Workplace Success - What You Need to Know this Week

May 27, 2014
4 Min Read

Here are three stories people are talking about this week.

1. When it comes to flex time, bosses prefer early birds to night owls

If you work flexible hours, has it occurred to you that your boss might be judging you for which hours you pick? A upcoming study in the Journal of Applied Psychology finds that employees who started work earlier in the day were rated by their supervisors as more conscientious and received higher performance ratings. The researchers note that “people who choose to work later in the day are implicitly assumed to be less conscientious and less effective in their jobs.” However, these assumptions were strongest among managers who were morning people; night owl managers’ assessments of employees weren’t affected by what hours people chose to work. If you’re a night owl, the lesson might be to work for a night owl manager.

2. LinkedIn will now rank your profile by popularity

It’s not quite “hot or not,” but LinkedIn has just debuted a new tool called How You Rank that will show you how your profile stacks up against the most-viewed profiles in your company and in your network. The company says it hopes it will encourage users to polish up their profiles: “Take a look at the top profiles in your network to gain inspiration for changes you can make to your own profile, or content you can share to increase views to your profile and drive opportunities for advancement,” LinkedIn suggests in a blog post announcing the change.

3. The biggest reason to hire superstar employees

While it might seem like the obvious reason to hire superstar employees is the work they’ll do, there’s actually an even bigger impact they’ll have on your organization: “On average, department-level output increases by 54% after the arrival of a star. A significant fraction of the star effect is indirect: after removing the direct contribution of the star, department level output still increases by 48%,” according to new research featured in the Harvard Business Review. The reason? The superstar’s impact on recruiting. “Starting just one year after the superstar joins the department, the average quality of those who join the department at all levels increases significantly,” writes HBR. If you think about that, it makes sense – a big factor for many top performers in choosing their next job is who they’ll be working with.

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