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On October 30, @weknownext chatted with Jim Stroud (@JimStroud) and Aliah Wright (@1SHRMscribe) on Spreecast and Twitter about The Building Blocks of Social Recruiting.

In case you missed it, here is the link to watch the archive of the conversation on Spreecast.

Here are all the great tweets from the chat:

Three national health organizations have published guidance for worksite wellness programs that use risk assessments and biometric screenings to collect health information from employees.

The When Work Works initiative administers the prestigious Alfred P. Sloan Awards for Excellence in Workplace Effectiveness and Flexibility annually, which recognize exemplary employers for using flexibility as part of an effective workplace strategy to increase business and employee success.

A growing number of Latin American executives say that gender diversity is a top agenda item at their companies. However, Latin American women are still greatly underrepresented in the C-suite within the region, according to global management consulting firm McKinsey & Company.

Conducted in February 2013, McKinsey’s survey received responses from 547 executives (354 men and 193 women) in Argentina, Brazil, Chile, Colombia, Mexico and Peru.

Today’s world is powered by the most diverse workforce in history. Businesses, non-profit organizations and institutions of all shapes and sizes are experiencing dramatic change in the composition of their workforce – due to alterations in the economic landscape, technological advances, globalization, and – for the first time - members of five generations working, competing, learning and leading together. The very nature of our work has changed with the continuing rise of the “knowledge worker”.

Follow the conversation as the Society for Human Resource Management and the Families and Work Institute host a discussion about flexible and effective workplaces during "Transformational Workplaces: Making Work Work in a 24/7 Global Economy" Oct. 29-30 in San Francisco.  This Storify will be updated continuously thoughout the conference.

Humor can inspire trust, advance careers, boost company reputation 

At Zappos.com, the online shoe business, the person answering calls is not the “receptionist”; he’s the “director of first impressions.”

At Texas-based BerylHealth, where health care workers advise clients by telephone, the company pairs employees with executives in a spoof of “Dancing with the Stars.”

And at San Diego-based Red Door Interactive, a business consultancy, one of the core values is this: “We are 100 percent jerk-free.”

"Innovation distinguishes between a leader and a follower." - Steve Jobs

There’s lots of conversation in the current media about being innovative and the need for companies to innovate. Many of these articles talk suggest that companies should give employees the ability to innovate. Don’t get me wrong, I’m all for innovation. But the more I hear about the imperative of innovation, the more I’m convinced that people don’t know what innovation means.

Now that the government shutdown has finally ended, federal agencies have been fielding questions about adjusted filing deadlines and procedures.

A majority of working Americans are satisfied with the boundaries they have between work and home, and slightly more than half say they never or rarely bring work home, according to a new national poll on work/life balance.

But while the findings are mostly positive, “there is some room for improvement,” said Dean Debnam, CEO of Workplace Options, which commissioned the poll.

A $14 million award to a whistle-blower who went straight to the Securities and Exchange Commission (SEC) without first bringing the complaint to the attention of the worker’s employer may be a sign of things to come, according to Steve Pearlman, an attorney who is co-head of the Whistleblowing & Retaliation Group at Proskauer in Chicago.

Imagine a stock-exchange-like ticker graph that measures employee engagement all year long—with spikes and dips that can be pegged to specific events.

Or, employee satisfaction surveys so individualized that managers are alerted when high-performing workers are at risk of leaving.

Such are the advances envisioned by a new white paper from the Society for Human Resource Management and the Society for Industrial and Organizational Psychology.

On October 16, 2013 @weknownext chatted with special guest Ben Martinez (@HRHound) about "HR Technology, Simplified."

If you missed it, here are all the great tweets from the chat...

Great teams can propel organizations to new levels of success. Today we’re looking at how to improve team performance with an approach that has proven results across a spectrum of cultural, geographic, and generational challenges. A few years ago The Orange Revolution was written by Adrian Gostick and Chester Elton. The book focuses on great teams and where they come from.

One of the books that I find myself recommending a lot is Orbiting the Giant Hairball by Gordon MacKenzie. It is a wonderfully written book touching on organizational culture, authenticity, courage, creativity, expression and other related issues. One of the stories in the book has always stuck with me, since the first time I read it.

Today’s world is powered by the most diverse workforce in history. Businesses, non-profit organizations and institutions of all shapes and sizes are experiencing dramatic change in the composition of their workforce – due to alterations in the economic landscape, technological advances, globalization, and – for the first time - members of five generations working, competing, learning and leading together. The very nature of our work has changed with the continuing rise of the “knowledge worker”.

Hiring Activity Will Accelerate in October in Manufacturing, Services

In October, the pace of hiring in manufacturing
and services will increase compared with a year
ago, according to the Society for Human Resource
Management’s (SHRM) Leading Indicators of
National Employment (LINE) survey for October
2013.

HR managers are constrained when workers quit without notice

 At many companies, employees are told they must give two weeks’ notice before leaving their job.

But is a notice of any kind required? And if someone walks out the door suddenly—leaving deadlines hanging and colleagues in the lurch—is there anything an HR professional can do?

When I left corporate life, the glass in the ceiling suppressing the advancement of women to the C-suite was beginning to show cracks. That was two decades ago. Today, there’s a venerable list of female executives who have shattered that glass and gone on to illustrious careers as successful CEOs. One might think the likes of Melissa Mayer (Yahoo!), Laura Sen (BJ’s Wholesale Club), Ellen Kullman (DuPont), and Indra K. Nooyi (Pepsi) would inspire more and more women to seek greater responsibility in the corporate world.

On October 9, 2013 @weknownext chatted with special guest Steve Browne (@SBrowneHR) about "Paying Attention to the 90%."

If you missed it, here are all the great tweets from the chat.

As the Osmond's told us back in the 70s “One Bad Apple Doesn't Spoil the Whole Bunch” - when it comes to love, but what about when it comes to organizational culture? We’re bound to have one or two bad apples in the bunch and sometimes we learn to live with them or give them the boot. But there is something to it when the rotten apple is in a management or leadership role of an organization.

The upcoming Supreme Court term promises a series of significant decisions for employers. The high court will hear at least eight workplace-related cases.

ADEA: Will the Court Tire of Administrative Exhaustion?

“An employee's motivation is a direct result of the sum of interactions with his or her manager.” - Bob Nelson

But what if there are no interactions because – as a manager - you spend 90% of your time dealing with 10% of the employee population?   

Today’s world is powered by the most diverse workforce in history. Businesses, non-profit organizations and institutions of all shapes and sizes are experiencing dramatic change in the composition of their workforce – due to alterations in the economic landscape, technological advances, globalization, and – for the first time - members of five generations working, competing, learning and leading together. The very nature of our work has changed with the continuing rise of the “knowledge worker”.

In Nasir, the U.S. Supreme Court held that, to prove retaliation under Title VII, a “but for” analysis applies. This is a higher standard than the “motivating factor” burden to prove discrimination under Title VII.

Nasir has been hailed as a big win for employers.  But that’s only at summary judgment or perhaps at trial where the wins can be extremely expensive. 

The real win for employers is that it makes it easier for us to take corrective action in response to retaliation without necessarily making admissions, at least under federal law.  Why?

On October 2, @weknownext chatted with special guests Chris Ponder (@ChrisPonder) and Holland Dombeck (@Holland_Dombeck) about HR Silo Busting.

If you missed it, here are all the great tweets from the chat: 

Just when the National Labor Relations Board (NLRB) seemed to have been resuscitated by the appointment of five members, along comes the government shutdown, shuttering the board.

The shutdown will result in the:

Culture has become a buzz word in the #HR world. We went from Employee Benefits to Employee Rewards to Employee Recognition to Employee Engagement which has created an emphasis on Organizational Culture. Google has created a city to engage their employees; Zappos has re-invented old town Las Vegas for the same purpose. With our personal brands now more prominent than our company logos, the emphasis on culture is no longer the exception but the rule.