As the Osmond's told us back in the 70s “One Bad Apple Doesn't Spoil the Whole Bunch” - when it comes to love, but what about when it comes to organizational culture? We’re bound to have one or two bad apples in the bunch and sometimes we learn to live with them or give them the boot. But there is something to it when the rotten apple is in a management or leadership role of an organization.
Susan Avello is a Social Media and Branding Strategist. She is Co-Founder of DiscoveringSocial.com helping Job Seekers incorporate Social into their job search as well as HR and Recruiters develop a Social Business Strategy. She shares her knowledge of Social Media and Business, HR Technology and Employment Branding over at HR Virtual Cafe blog and SHRM WeKnowNext. She is a part of the social press team for SHRM annual conference and social media chair for Illinois SHRM State conference and the recipient of 2011’s Most Influential Women in Business award by Chicago’s Daily Herald Business Ledger, the National Association of Women Business Owners and Women’s Innovation Network. Follow her on Twitter @susanavello.
- Member for
- 8 years 4 months
Articles by Susan Avello
I’ve discussed the issue of aging parents numerous times and am currently at the place in life where I’m starting to put a plan together to make sure that if and when something happens to either of my parents, the transition will be a smooth one. Whether an illness, an accident or perhaps my parents come to the point they can no longer take care of themselves, proactive preparedness is a much better approach than avoiding the inevitable.
It’s important that we surround ourselves with others that can encourage and inspire us to see things from a different perspective. We’ve heard folks tell us that “It’s lonely at the top.” We’ve had discussions with many leaders who have shared their personal stories of feeling lonely, and that they were the ones who took on the bulk of what happens in our organizations because it seemed as if no one else cared as much as they cared.
I have been thinking a lot about wellness initiatives for the past couple of years perhaps due to having participated in Illinois annual Workplace Wellness WOWIE Awards a couple years back. ILSHRM in partnership with Blue Cross / Blue Shield of Illinois has really created an excellent program in acknowledging companies across Illinois in their wellness efforts as well as encouraging others to step it up a notch!
I know, I know – we’re all sick of hearing “HR should get on the Social Bandwagon,” but I thought since that’s my vein I should go ahead and offer my predictions on the subject.
So here are my thoughts in going into 2013, the year of The Jetsons.
Since this month’s We Know Next theme is HR Advocacy and several SHRM members have been “heading to the Hill” in Washington, D.C., I wanted to take this opportunity to encourage the need for thinking differently as it relates to hiring veterans.
We’ve been behind closed doors discussing what it would be like to bring a potential threat to our culture into our organizations by hiring those who may have PTSD. We’ve looked at it as something that might upset the apple cart and make our lives more difficult.
Sometimes learning how to juggle life and work is a difficult task. In fact, some debate if it can ever really be achieved.
Our workplaces can be stressful these days as Management and Employees carry the load of layoffs and greater responsibilities are placed on those left to make it happen. It’s taking its toll on our work culture.
Some companies are still of the mindset that social media is a big waste of time, a fad that is only going to pass us by. But is it?
Think about how much time it takes to sort through emails, or prepare and send a fax or interoffice memo that may or may not reach the person in the time needed to receive an answer?
Hopefully, we all understand that social media is not a fad and is not going anywhere anytime soon. Social Media is not only changing how we communicate with family and friends but it’s changing how we do business.
I gathered the most recent reports from SHRM and others that was a conglomeration of outstanding information and really wanted to create a visual to show how HR is incorporating social media, not only in their everyday lives, but into their workplaces.
I continue to have clients come to me asking, “Our company understands the importance of being on social media / and doing ‘social business’, but how do we sell this to our CEO?”
That’s a great question. Trying to convince the C-Suite can be quite the challenge.
Just recently, IBM did a study of some 1,700 CEOs worldwide and reported findings that many are now seeing social media as a key enabler of collaboration and innovation.
According to experts, candidates with the right skills are being overlooked by employers more interested in "cultural fit" and alignment of core values with their company. In fact, cultural fit has become so important to hiring managers that it now often rates above a 100 percent match to the necessary technical skills.
Over the past year, I have been researching how companies are approaching wellness as we dive head first in the age of mobile. I’ve even written about it here.
We are entering a new digital era, an era in which people are connecting with content and with brands through multiple screens – through their PCs, TVs, smartphones, and tablets. 2011 marked an exciting year for the digital media industry and signaled an even more momentous year ahead with the rise of smartphones and tablets that have altered consumers’ digital media consumption – changing the way people access content, where they consume it and the frequency of their consumption.
For many demographers and social scientists, the long-awaited year has come and gone, almost. It was estimated that between Jan. 1 and Dec. 31, 2011, more than 7,000 people would turn 65 years old every single day. Those numbers are astounding.
In AARP's 2010 survey of boomers turning 65 in 2011 finds this first wave of the boomer generation were generally satisfied with their lives and optimistic about the next third of life. Financial security and improving their health were a few top concerns which affected their outlook about the future, and their retirement plans.
Since October is National Work and Family Month, it’s a good time to discuss work-flex.
I love how Jason Seiden described “work/life balance” recently at Illinois SHRM: “We talk of it as something we separate by a slash and then hope we can balance everything in between. Trying to package them and keep them separate doesn’t work…There is no rigid separation.”
The U.S. is getting older. Americans are living longer, and there are more seniors in the workforce. That means more care-giving responsibilities for everyone.
SHRM’s research shows that members feel two key demographic trends are the growth in the number of workers with eldercare responsibilities, and those with both childcare and eldercare responsibilities.
Flexibility in the workplace is imperative. It should be seen as a result-based business strategy—not a benefit.
With the variety of employee demographics now in our workforce, the importance of workplace flexibility becomes even clearer. For instance, millennials prefer flexible working arrangements and consider them in accepting employment. But boomers need flexible options as they take on care of their aging parents.