Don’t worry, this isn’t another one of those March Madness posts about employee productivity loss or the perils of workplace gambling. Are those topics important? Sure. Do I care about them right now? Not really.
By Wayne Cascio, Ph.D., Professor and Robert H. Reynolds Chair in Global Leadership, University of Colorado
It seems to be a law of nature, inflexible and inexorable, that those who will not risk cannot win.
- John Paul Jones
HR is dead.
(At least that’s what people want you to believe.)
It’s staggering to me that there continues to be this on-going conversation that is desperately trying to kill Human Resources. Blogs, magazine articles, conference presentations, etc. It’s happening throughout the profession, and very few people are standing up against it!! Why in the world should we allow people to degrade, belittle and tear down our profession? It’s especially disheartening when some of those voices are coming from inside HR itself!!
Today is a big day for our firm in many respects. We will spend time together as a group talking about where we are, where we have been, and where we want to go. Doing this is valuable and it also provides time for all of us to reacquaint ourselves with one another, especially for our team members who don't live close by.
Leading and running a business can be a daunting endeavor no matter the size. Even running a department or team, for that matter, can seem like a formidable challenge. The pressure is ever present to deliver results; and, for some, knowing how to improve results is the ultimate leadership test.
Delivering bad news can be a nightmare if you haven’t done your homework! Employees are usually reluctant to change especially when the change would affect them, either directly or indirectly.
What if a company did everything in its power to create a culture in which everyone—not just select high-potentials—could overcome their own internal barriers to change and use errors and vulnerabilities as prime opportunities for personal and professional growth?
According to a paper by Gartner, businesses need to now look at their world though a digital lens. This means that businesses need to look at people and things in a different way to maximize and better understand the opportunities that are available. I think this can be applied to employees as well.
Maybe you have had an experience similar to this…
Social Security – Securing Your Today and Tomorrow
Hello, I’m Irene Saccoccio, National Public Affairs Specialist, from the U.S. Social Security Administration. April is National Financial Literacy Month and our Third National my Social Security Week, April 4-13, 2016.
Dr. Woody chats with Barbara Corcoran about Financial Stress Awareness month and how the stress of money can impact how employees function on the job.
Dr. Woody is a #SHRM16 Blogger! Stay tuned to the SHRM Blog for more great posts over the next few months.
We know the talent war is real, but now it has shifted internally. In the increasingly competitive employment landscape, it has become more challenging not only to attract but also to retain employees. That means for all your effort spent attracting outside talent, you should spend twice as much time engaging your current workforce.
Every attempt to try and understand what’s on the agenda for CEOs, HRDs and businesses in general will arrive at the conclusion that finding and keeping people is our main priority. The way we attract and retain, engage and develop, reward and recognise are the key differentiators for businesses of all sizes and in all sectors.
A round up of workplace developments and legal trends to help keep HR ahead of the curve
If you’re in HR, March is probably one of your favorite times of year. There are no messy open enrollment or year-end issues to deal with, there’s a bit of an ebb in legislative volatility and winter is poised to end, meaning transportation and attendance issues are hopefully about to clear up a bit while seasonal affective disorder is on its way out.
Yep! That’s Scott’s actual title! It used to be just “The HR Guy”, but as Peckham grew, and his team grew, Scott had to get with the times. Basically, Scott is the CHRO of Peckham.
Q: I was taken by surprise when one of my top performing employees –who’d been with us over two years- resigned out of nowhere. I later learned they went to one of our competitors, which makes the loss even more regrettable. Is there anything that I can do to prevent employees from leaving? Especially to the competition?
The U.S. unemployment rate of 4.9 percent in January 2016—a level not seen in nearly eight years—has spawned a discussion in the media and among economists on whether we are getting closer to “full employment.”
There has perhaps never been a perfect match between the labor market’s demands and the collective skills of its job seekers. They both change over time, and when they don’t line up exactly, the result is that some people are out of work or underemployed.
Effective internal communication is one of the most important factors in the success of an organization. Every day, employers send millions of messages to their workers in order to make announcements, deliver policies and procedures, communicate strategy, and improve moral.
When the Chicago White Sox told first baseman Adam LaRoche not to bring his son into the clubhouse as often as in the past, team management set off a firestorm in the business world as well as the baseball world. Why would a sports team restrict a 14-year-old boy who is popular among the players? And why would LaRoche quit baseball over the issue, apparently forfeiting his $13 million salary for the year?
To succeed in today’s world, leadership readiness expert and author Erika Andersen believes we have to start each day as novices in order to gain new skills quickly and continuously. No matter what you’re good at now, she says, if you hold onto how it looked and worked five years ago, or five minutes ago, you’ll get left behind.
Sometimes, I see people walking around, talking to themselves. Only, they’re not actually talking to themselves. They’re on Blueteeth…tooths…whatever.
We hear a lot about office culture lately because of its impact on a candidate’s job selection decision as well as the employees’ decision to remain with the company. Since the culture of workplaces are made up of a hodgepodge of personalities and each one adds a unique twist to the mix, it’s this uniqueness that keeps most of us coming back to the workplaces we love.
Don’t “Yelp” your employees. “YouTube” them!
Let me explain.
Yelp is a great social media site that many use basically to review restaurants. Don’t get me wrong. Yelp does and attempts to do a whole lot more than that, but basically, it’s the site many of us use to find ideas for and reviews of restaurants.
Yesterday I had the honor of sitting down with former U.S. Attorney General Eric Holder during this year’s SHRM Employment Law & Legislative Conference in Washington, D.C. It was a unique opportunity to hear his thoughts on some of the most pressing issues that matter today, from immigration to the Affordable Care Act to terrorism.
Investigations are one of the toughest parts of working in HR, because you have to work between very fine boundaries and there is always going to be someone upset with the result, no matter how gently you tread. In the various investigations I’ve been a part of, I have picked up some tips and tricks that help to make the process smoother.
As federal human capital leaders confront a myriad of challenges and problems, one area of opportunity might also, surprisingly, help address these same challenges and problems. Knowledge sharing provides opportunities for improved agency performance and a better chance to fulfill an agency’s mission, but also can provide relief to the aging federal workforce, the challenge of hiring and retaining millennials, employee engagement problems and leadership development challenges.
The Intro Bit
If you know me, follow me on social media, or just make up a fake backstory about me (please make me a pirate), you probably realize that while I like to laugh and have fun, I’m not a particularly “up” person.
Creating workplace traditions that increase employee retention
It’s no secret that engaged employees tend to stay on the job longer. The question then becomes one of just how to get employees engaged so they will stick around. Even with incentive programs like 401K’s, many workers are so disenfranchised that they are willing to leave money on the table and simply move on to greener pastures.
All eyes are on Tampa’s downtown at the moment, where a development team is planning a $2 billion makeover of a 40-acre section of the city. It will encompass 6 million square feet of new commercial, residential and retail space, and among its anchor tenants will be a new home for the University of South Florida’s Morsani College of Medicine.
2016 is shaping up to be a year of employee classification issues for employers. Between the classification problems within the gig economy and the Department of Labor’s (DOL’s) new overtime rules, many HR professionals’ “What keeps us up at night” list just got longer.
What does it take to achieve success and influence? Some people think that in today’s hypercompetitive world, it’s the tough, take-no-prisoners type who comes out on top. But in reality, argues New York Times best-selling author Dave Kerpen, it's actually those with the best people skills who win the day.
We all know the importance of grassroots advocacy. How we go about it may make the difference in whether our message is, in fact, heard. Here are ten (10) keys to consider to maximize the value of your efforts:
I have been saying for at least a dozen years that virtual reality will be one of the greatest boons to corporate training in the coming years. Well those years have arrived. It is starting to reach into all industries and the applications will be widespread.
Saves time, money and lives
Growing up, talking was how I processed thought, how I commiserated, how I entertained others and myself, how I researched, investigated and explored, and oddly how I even lis
As business leaders, we keep a constant eye on the economy. How it grows, shrinks, overperforms or underperforms impacts our organizations. As HR professionals, we must also be aware of how the changing supply and demand of workers affects our companies’ ability to meet goals. This is the impact of what I call the talent economy—and it’s a volatile element.
As the baby boomer generation continues to age and comprise a larger portion of the workforce, businesses and organizations must prepare their employees with ergonomic recommendations and best practices to remain productive toward the end of their career.
I’ve been in a mood lately. A little restless. A lot ready for something new. And while I now know that this is good news, I didn’t always feel that way.
A round up of workplace developments and legal trends to help keep HR ahead of the curve
Don’t worry. Eric’s here. And, I’ve got Scooby Snacks.
Actually, I’ve got FMLA knowledge, which is better than Scooby Snacks. And, besides, I ate all of the Scooby Snacks. Sorry, I was hungry.
An employee at a small company is supposedly offered FMLA.
Every year more and more people in the U.S. become aware of the International Women’s Day, a global holiday celebrated on March 8th and recognized by the U.N. The fun fact about the holiday is that it started in the United States in the early 1900's (you can read about the history of it here). Still, not very many Americans I know are actually excited about it or celebrate it in any way.
Last week I was doing anti-harassment training in an organization, and got the question I always hate – but hear every few years, “How do we talk to an employee with a body odor problem?” While it may seem odd on the surface, it comes up in organizations more than you might think. So common, in fact, that Inc.
When Asian Americans are described, we often hear words such as “so smart” or “so successful.” Indeed, Asian Americans are often referred to as the “model minority.”
The reality is that, as a group, broadly defined, Asian Americans largely have been successful. For example, while less than 30% of the general population has a bachelor’s degree, approximately 50% of Asian Americans do.
But calling a group the “model minority” hurts members of the group and can result in discrimination against individuals outside the group. Here’s why:
Emotional intelligence burst onto the scene over 20 years ago, and life has never been the same for those of us in the Leadership Development and Talent Development world. Several have been involved in the pursuit and promotion of intelligence, such as those who first coined the phrase as shown in the excerpt below from a Harvard Business Review article:
The 2016 SHRM Employment Law & Legislative Conference is fast approaching! Whether you’re a first-timer or a veteran attendee, there will be something for everyone at this year’s event–from the anticipated wide-ranging changes to the FLSA overtime regulations, to implementation of the Affordable Care Act, to impactful advocacy engagement.
We live in an age of rage: road rage, work rage, online rage and relationship rage. About 9 percent of U.S. adults (22 million people) have incidents of impulsive fury, according to recent combined research from Harvard, Columbia and Duke universities.
But good news lies in the brain’s neuroplasticity, the ability to create new neural pathways that help us cope with current hurts and past wounds.
Back in the Nineties, I was a new HR Manager at a company where Pam was a Project Director. Joe, her employee, was a Project Manager.
They both brought a lot of experience and money into the company.
They were both very nice, smart, hardworking, and no nonsense. Perfect match? Meh.
Silence is something we don't hear much about in today's busy, energetic world. We are surrounded by hustle, bustle, noise and activity in almost everything we do. We have smart phones, tablets, computers, and a variety of other devices that invade and prevent silence from enveloping us. There is a value to silence and I'll try to share a few examples in this post. As Allison Krauss once sang, "you say it best, when you say nothing at all."
Ambassadors are responsible for embassies.
You’re an ambassador. Your cubicle is your embassy.
Some ambassadors are HORRIBLE. Some are good.
What does it take to be a good Ambassador? To be a good ambassador, a person needs certain skills. Things like:
I’m sure you’ve heard of the ABC’s of selling. Always. Be. Closing. Well I think there should be a similar mantra in leadership. Always. Be. Developing. The ABD’s.
Happy Dr. Seuss Day
March 2nd 2016
I don’t want to tell you anything you already know, but here goes!
Several states now MANDATE certain employers train employees in sexual harassment prevention.
How did we get here? Why must we legislate decency and manners?
Does your organization have a policy in place to prevent retaliation? How about one to handle whistle-blowing and other complaints? If it doesn’t, now’s a good time to create one because the Equal Employment Opportunity Commission (EEOC) has just released proposed revisions to its retaliation guidelines, which could make addressing this issue a little more challenging for HR and employers.
What’s a whistle-blower?
Every so often I am fortunate enough to travel for HR. I’ve been an active volunteer for SHRM for over 15 years now and it’s always cool to me to get to go to a place away from home and see my peers. I never take it for granted and I’ve been able to venture out to places I may have never gone to on my own.