I’m sure you’re seeing graduation “ceremonies” happening all over the country in a variety of new formats. The traditional gatherings which make each spring come to life had to be altered because of the current environment. I’m excited to see every type of ceremony occurring which have ranged from virtual Zoom commencements to semi in-person walkthroughs to meeting at drive-in theaters to a drive-by parade.
Being a communications consultant working with C-level executives has given me a courtside seat to view talent development from a different perspective. Both in running a boutique firm and while working as a managing director at a publicly-traded conglomerate, I’ve hired many hundreds of people and made my share of bad picks. One of my biggest challenges has been recruiting and retaining unconventional talent.
A virus brought the world to its knees and as we begin to move forward, many people are curious to know what the New Normal will look like. I am curious too, and what I am most curious to know, is what are we learning?
Q: I manage a division with 40 employees. About half are happy working remotely, getting paid their usual, in no hurry to return. The other half however, are public-facing employees who can’t work remotely. They’re being paid their base salary, but not their commissions. In other words, they need us to open in order to make ends meet.
Sue Oswalt, vice president of human resources for Insurance Program Managers Group, talks about how to efficiently transition your workforce to remote work and continue keeping your employees engaged.
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I recently got to experience virtual onboarding due to the Coronavirus pandemic and wanted to share my experience as well as best practices since many companies are onboarding virtually right now.
In recent weeks, the unemployment rate has soared to 14.7 percent, the worst since the Depression era. More than 20 million people lost their jobs in April, with many experts fearing this economic damage is just beginning. Now, business leaders, workers and policymakers are scrambling to adapt to these unprecedented changes to the economy and workplaces.
In this video, Self Made Millennial Madeline Mann delivers three excellent tips for optimizing your LinkedIn profile.
Originally posted on the Self Made Millennial YouTube channel.
It’s a challenging time. Political divisiveness is rife. Economic gaps get wider. And now, the world is on edge over the health and economic impact of a new virus. It’s clear to me that employers must become the trusted entity in peoples’ lives, in addition to the source of earnings, career and job fulfillment. Any company that fails to do this will lose top people, lose top customers and fail to achieve its financial goals.
Is your job affected by the COVID-19 crisis? Are you on furlough for the next couple of months?
If so, use this time to engage in activities that encourage growth, and mental and physical wellness.
Here are some recommendations for how to use this time to set yourself up for success after this period has passed.
Carol McDaniel discusses how having those difficult conversations with employees is good for HR.
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A series of five back-to-back video calls was perfect fodder for some reminders on video interviewing and important protocols to follow. This technology is here to stay post ‘Rona as at least one of the recruitment tactics we will use in hiring. SPOILER: I expect the phone interview will also make a grand return.
Anyone who knows me well knows that I love to support other young professionals on their journeys to learn and grow! I’ve been fortunate on my professional journey, and am passionate about sharing what I’ve learned with others so they can get ahead.
I needed a break. A break from the constant barrage of news, regulations, statistics and a seemingly endless stream of bad news. It’s as if nothing else is happening in the world. Everyone is focused on COVID19 every. single. moment. It’s getting to be too much.
So, I went outside my house to sit on my porch and look at the green grass mixed with the spring flowers and the buds coming out on the trees. The birds were chirping and flying around and a chilly breeze blew across my face. Then I cried. It was wonderful and cleansing.
Knowing the tangible impact employees are having on your business is critical. In order to do so, you need an effective performance management program. The way this program looks varies from business to business. So we asked 10 HR experts to share their top tips for measuring employee impact.
Read on to learn about the varying methods of tracking this important metric.
I have re-discovered some books in my library.
Dr. David Kundtz penned this in 1998, Stopping--How to Be Still When You Have to Keep Going.
According to Kundtz, stopping has three levels:
Stillpoints – stopping quickly and doing nothing for just a moment
Stopovers – this level is an hour to several days. In this level, you have the feeling that you have been away and have had a mini vacation for the soul
