HR and DEI people have the opportunity and responsibility to end ageism.
HR and DEI people have the opportunity and responsibility to end ageism.
As COVID-19 restrictions are lifting across the country, more stores and restaurants are hiring back employees. Most of these jobs will be paid at the minimum wage or at a low wage. Now more than ever, employers want to know how to retain minimum-wage employees.
There’s no better way for employers to get direct input about someone than from a reference.
While it might be easy for you to find people who will say nice things about you, you should focus more on those who can speak to your attributes and experiences that would make you right for the job. If it is a global position for instance, or at a company that just went through a merger, you will want to prepare your reference to talk about your experience in those areas.
Here are six more ways I recommend securing the most effective references:
We all make immediate assumptions about each other - it’s part of our basic survival instinct driven by our reptilian brain. In a nano-second we decide whether the person in front of us is likely to be more or less safe or dangerous, and then we act according to that instant answer, even as more clues to come into focus.
When recently visiting my Dad in his long-term care facility I noticed a new addition to his floor. A big cage with a lovely bird in it was sitting just outside his room. As I was looking at this, the head nurse wandered by and told me that the bird had a mate for many years and when she passed away the bird stopped making any noises. He was completely silent. If you will pardon the poetic license, we both knew why the caged bird didn’t sing. Grief.
There is no shortage of advice about the “best” approach to productivity. Yet somehow, many of us feel that we are doing both too much and not enough. Productivity stress can even affect our sleep and our mental health.
The experts are very sure of themselves - but their advice is often contradictory.
“The best place to work is the office.” “The best place to work is home.” “The best place to work is the coffee shop.”
Is your Organization Prepared?
With vaccine penetration approaching herd immunity levels, businesses rebounding and re-opening, and more optimism around a “return to normal” there is yet another pandemic looming that threatens business: A talent pandemic.
The other week, I posted information on #stopasianhate to my personal Instagram, hoping to educate and elicit empathy among my peers. I was taken aback when a former classmate asked me to stop these posts because they made social media less “fun.” Instead of empathizing with my sorrow, he was asking that I empathize with his annoyance. What gives?
Why we choose not to empathize
It's been a while since there has been a topic that has lacked decision in a way the post-pandemic workplace continues to. Will we return to the office? How often? Will there be parameters for hybrid models? Each region, industry, and individual organization seems to have their caveats that are ping-ponging policy.
Over the past few years, the employee engagement market has slowly but steadily shifted towards the Employee Experience.
Companies now understand the importance of winning the talent war as their best competitive advantage.
What are some simple and cost-effective ways to recognize and reward employees?
To help your company find new ways to recognize and reward your employees, we asked HR experts and business leaders this question for their best advice. From crafting social media shoutouts to celebrating work anniversaries, there are several simple and cost-effective ways to recognize and reward your employees.
I recently helped a friend prepare for a promotion conversation, and another friend update his “About” section on LinkedIn. Both said to me, “Ugh… I hate writing about myself. It’s so hard!” I totally understand this sentiment.
It’s a familiar but frustrating scene for internal communicators: We invest countless hours researching, writing, revising and posting content, but employees don’t seem to be receiving the message.
So what’s going on? Why isn’t the content getting through?
How is the HR profession needed now more than ever to improve the economy, revamp DE&I practices, shift workplace culture and prepare the future of work?
We’ve heard the slogans: “People are our most important asset.” “We want to be an employer of choice.”
And we know most companies fall far short of those aspirations, for lots of reasons.
Few things cause more anxiety than the unknown, and few things generate more unknowns than our modern workplaces.
Mistakes. We’ve all made them. Things like missing deadlines, going over budget, botching a product release or even yelling at a client. In most cases, however, it’s not the mistake itself, but how you handle the aftermath that can either cause severe career damage or all but disappear.
Beyond fessing up to a mistake, I’ve put together a list of steps you can take to right your wrong.
As the world gets back to work, we know it won’t be business as usual. HR leaders are the ones who will put workplaces back together—with better-than-ever-before practices and policies that will help employers and employees thrive.
Complaining about HR’s work in diversity is rather “on-trend.” Some social media posts and articles call HR too compliance-oriented, too legalistic. Others call it too soft. One commenter complained that HR shot down their brilliant plan “to fire old people and hire young people.” In this case - kudos, HR.
The world of work has changed. One could argue that farming in 10,000 BCE in ancient Mesopotamia – the cradle of civilization - or the domestication of animals, the Renaissance, the printing press, the Industrial Revolution, the assembly line, the internet, and mobile devices all changed how humanity operates.
It is an understatement to say that 2020 was a challenging year for everyone. While the world faced a global pandemic, fear, and uncertainty; so many individuals stepped up to answer the call and face these challenges head-on. This included most importantly our dedicated healthcare workers, heroic first responders, and countless essential workers across so many industries that worked tirelessly to keep our infrastructure and quite frankly, our way of life functioning. We owe these front-line workers a great deal of thanks and gratitude now and always.