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Sharlyn Lauby is an author, writer, speaker and consultant. She is president of ITM Group Inc., a consulting firm which focuses on developing training solutions that engage and retain talent in the workplace. The company has been named one of the Top Small Businesses in South Florida.
She is well-known for her work on HR Bartender, is a friendly place to talk about workplace issues. The site has been recognized as one of the “Top 5 Blogs HR Pros Love to Read” by the Society for Human Resource Management (SHRM). Sharlyn just released her second book, “Manager Onboarding: 5 Steps for Setting New Leaders Up for Success,” following the popularity of  her first book, “Essential Meeting Blueprints for Managers,” which is available on Amazon.
Sharlyn previously served as a member of SHRM’s Membership Advisory Committee (MAC) and Ethics and Corporate Social Responsibility special expertise panel. Her personal goal in life is to find the best cheeseburger on the planet.
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Articles by Sharlyn Lauby



I wrote a post recently about students willing to forgo $8,000 in salary to work for an ethical organization. (I hope you’ll check it out when you have a moment.) Well, I came across another statistic about ethics, this one focuses on the relationship between a lack of sleep and unethical conduct.

February 20, 2018




February 12, 2018



We all know that developing your skills as a human resources professional is important. The challenge is recognizing what skills to develop.

At this year’s Society for Human Resource Management Annual Conference (SHRM) in New Orleans, I ran across some wonderful tools to help with developing HR competencies. These FREE downloadable guides offer suggestions for specific activities that HR pros can do to develop their skills.

December 11, 2017


No matter where you are in your career, it’s important to regularly take inventory of your skills and develop learning action plans. A new way to think about learning action plans is the idea of creating a “portfolio.”

May 25, 2017
 For those of us in the human resources profession, the SHRM Annual Conference is approaching. This year’s event will be held June 17-21, 2017 in New Orleans.
March 2, 2017

Human resources professionals need to be committed to lifelong learning. Our profession is constantly changing because business is always changing. But, knowledge isn’t enough. We should be able to turn knowledge into action. It isn’t enough to know or recite a theory, we must be able to apply it.

February 15, 2017


It's a common assumption that most organizations don’t do succession planning. Often the reasons include the high level of administration involved with succession planning and the difficulty in identifying and developing talent. It’s hard enough to figure out what the business world will look like in three years, much less what the organization’s talent needs will be.

January 18, 2017



Employees shouldn’t have to fight for recognition. When an employee does something excellent, it should be acknowledged. “No news is good news” isn’t a recognition program. Organizations must also understand that, if employees only see the same one or two people being recognized, it can come across as favoritism.

December 15, 2016



My apologies to Michael Schrage and the Harvard Business Review for my stealing my lack of creativity with today’s title. But it really spoke to me. And not really because of the HBR article. (Sorry Michael).

November 17, 2016



Employee engagement and retention continue to be top challenges for business. In dealing with these issues, organizations need to recognize that the two issues are related. Organizations can’t engage employees who don’t stay and employees won’t stay if they’re not engaged. As HR professionals, we have to look for tools and solutions that will help us accomplish both.

Technology is one of those things.

October 19, 2016


Like any other profession, there are plenty of HR horror stories out there – from the “Why We Hate HR” to “It’s Time to ‘Blow Up’ HR”. That being said, human resources plays an important role in the organization. It’s often the “go-to” place for employees and, as such, they need to feel comfortable coming to HR. Here’s an example:

September 21, 2016


Organizations expect a lot from managers. They need to hire the best employees then train and coach them for high performance. Managers are the key to employee engagement and retention. It’s a challenge and a huge responsibility. This doesn’t even include the requirements for the department or process they are managing.

July 21, 2016

(Editor’s Note: The Republican National Convention will be held in Cleveland, Ohio on July 18-21, 2016. The Democratic National Convention will be held in Philadelphia, Pennsylvania on July 25-28, 2016.)

July 18, 2016

I’m not going to write a big long explanation for this post. If you’re in the HR world, you know that the much-awaited final ruling came from the U.S.

May 23, 2016


Over the past couple of years, Millennials have become the largest generation in the workplace. A new analysis by SHRM titled “Millennials: Misunderstood in the Workplace?” reports that Millennials will represent over one-half of the workforce by 2020. Keep in mind, that’s just a couple years away.

May 3, 2016

A wide variety of articles exist about the need for human resources to change. Often those articles talk about the need for HR to be more of a “business partner” or “strategic” or “transformational.” But rarely do we see articles that address what the future jobs in human resources will look like.


February 4, 2016



I’m very excited to be speaking a couple of times during this year’s Society for Human Resource Management (SHRM) Annual Conference and Expo in Washington D.C. 

February 1, 2016