#Conferencing is a term that has been coined by the #SHRM19Blogger contingent that took on Las Vegas. The annual conference is an EVENT, and it can be overwhelming for those that are first-timers or even recurring attendees. There are a LOT of blog posts by my fellow #SHRM22Influencers that will help you every step of the way for first-time attendees. We are HR people, People people, and we are here to help!
This guide is a little bit different. I’m a card-carrying Introvert, INTJ, and I’m here to help.
Along with the post-pandemic Great Resignation, companies are discovering that their remaining staff are undergoing another crisis: the Great Burnout.
As some say, when life throws lemons at you, you end up learning to make and like lemonades! So just about a decade ago, in 2012, when serendipity offered me the opportunity to cover world's largest HR conference on my social media handles as an SHRM12 Blogger, I considered it as pure luck / coincidence. Later, a series of life events (I have blogged about some of them) made me to belive that we have the power, as humans, to design for serendipity.
Tough to believe? I shall explain...
As an HR Knowledge Advisor, I was recently asked how employers can address low employee morale and engagement in the midst of labor shortages and high turnover.
I had the pleasure of connecting with Bethany Adams, MA, SHRM-SCP, an HR Educator at Villanova University, educating the next leaders of our profession. Her upcoming SHRM ‘ 22 Session - Leading Teams with Emotional Intelligence will challenge your thinking.
Why are American career, HR and workplace practices seemingly so far behind our peer countries around the globe? And are there models elsewhere to adapt
Who remembers the public broadcasting commercial “The More You Know”? The premise was to educate the audience on a topic with the intent of helping them make better decisions.
As a SHRM HR Knowledge Advisor, I have recently been receiving more questions about what type of training managers should receive.
The COVID-19 pandemic has posed many challenges for employers, one of which is a labor shortage. The high turnover during this time has become known as the Great Resignation or the Turnover Tsunami. The difficulty of maintaining competitive salaries has made hiring and retention a struggle, especially with today’s inflation.
COVID-19 brought the world to a standstill in a flash, forcing people to stay and work from home. But the frontline workers were the lifeline of the economy and society. They kept risking their own lives and saving light on groceries, restaurants, hospitals, and other energy-saving essential services. According to Brookings, these unsung heroes are mostly “low-wage earners estimated at around 7 million people” according to Eonocofact, “ most of the workers are also minorities women, PoC, etc.,” as shown in the figure.1
During times of significant stress, employees turn to their Employee Assistance Programs (EAPs).
As an HR professional, give one way you can ensure that employees' mental and social wellness is sustained?
Over the past year, I have often been asked by various members of the HR community: With so many immediate changes in society, what can I do to best help my employer?
Business leaders are looking to HR for strategies and innovations to address pressing talent-related challenges. Fair-chance hiring is a strategic, innovative solution to improve talent acquisition, retention, engagement, and DEI efforts.
What is fair-chance hiring?
Giant segments of U.S. workers remain unsatisfied with their careers. Millennials and Generation Z’ers, which comprise a large majority of the workforce, often report feeling unfulfilled by their pay, career, and overall sense of purpose on-the-job. Many say they feel devalued and struggle with how to make their mark in business.
Excitement is building for SHRM National Conference!!
I have had the opportunity to visit New Orleans only once a few years ago, and by coincidence, it was for also for an annual conference, albeit for my wife’s profession. While she was spending most of her days at the New Orleans Ernest N. Morial Convention Center for her conference, I was able to explore the city and found it to be exciting, vibrant, and with so much to offer visitors with its history, culture, music, and of course…food!
Google recently announced its new post-pandemic work policy, requiring employees work in the office for at least three days a week. A survey of over 1,000 Google employees showed that two-thirds feel unhappy with being forced to be in the office three days a week, and many intend to leave.
We live in a world of “instants.” We desire instant affirmation, adoration and adulation. We are impatient during our commutes, the delivery of goods that we order or any time we are required to wait in any line of people more than one. We truncate our communication and make broad decisions based on snippets of words without seeking, or asking for, context.
If there’s one thing COVID taught us, it’s that there is no way to future-proof your business. There will always be curve balls, innovations and disruptors that will change the way things are done and shift the landscape of how things currently look.
The Great Resignation isn’t slowing down. In fact, evidence suggests that every departure spurs remaining employees to increasingly consider a change. How do we respond to this trend? How do we build teams that absorb stress, recover critical functionality, and thrive in new circumstances?
One of my favorite things about being on the blogger team for the 2022 SHRM Annual Conference & Exposition is chatting with speakers and vendors to learn more about them and create some pre-conference buzz! Before #SHRM22 in New Orleans, I have a few blog posts lined up to introduce you to speakers and vendors!
I am excited to be attending the 2022 SHRM Annual Conference. My first experience in 2021 was twenty years in the making. The memories made, such as a selfie with Steve Browne, inspiration from Opal Lee and Michael Phelps, meeting amazing HR professionals from across the U.S., India and Nigeria and insight gained will stay with me the rest of my HR career.
“Cause The Effect” is the campaign for the upcoming SHRM conference. It’s like purpose… many times we aren’t quite sure how or what to do to create impact, but when we focus on the pursuit, it will appear in many ways including inspiration.
May is Mental Health Awareness Month, and here at SHRM we are partnering with the Campaign for Disability Employment at the Department of Labor (DOL) to spread the message that all of us have a role to play in promoting a mental-health-friendly workplace.
What is one way that talent acquisition has been affected by social media?