Employer Not Required to Provide Reason for Termination

As a SHRM HR Knowledge Advisor, I am frequently asked by members if they must provide employees with a reason for termination. Employers often hope that they are protected under the at-will employment doctrine.

Providing a reason for termination is solely at an employer’s discretion based on their policies, past practices, and, for some employers, state law. Aside from the at-will doctrine, some states have service letter requirements by which employees must receive a document upon separation that includes information such as the reason for separation, date of separation, unemployment insurance benefits...


Five Ways to Optimize Personal Energy

These days a lot of professionals can define their jobs using one metaphor: burning the candle at both ends.

After all, the world has been operating in the middle of a global pandemic for nearly two years, forcing everyone to adapt to new, unforeseen circumstances on a daily basis. Many have taken on more projects and more responsibilities while working with less support and fewer resources. As a result, people are diving into their personal energy reserves, becoming quickly depleted—so much so that, according to a recent Korn Ferry...


After The Love Has Gone: Seven Considerations Before You Break Up With Your Job

You have fallen out of love with your job. No amount of date nights, second chances, or counseling services will make the situation right. You figure that it is time to move on to greener pastures, but is it?

There are ebbs and flows to every relationship, and jobs are no exception. What attracted you to your current position — challenging assignments, a fun work environment, money — may no longer be enough to keep you interested and satisfied. However, before mentally checking out and looking for a new position, make the...


What’s the Best Work Perk of All? Contributing to the Social Good

As workforce demands increase and companies work hard to attract talent, the workplace has become far more competitive, with potential hires holding the cards. Flexible hours, continuing education, company stocks — once tools used only by the most progressive employers — now are commonplace. While we have a way to go, we can point to shifts that acknowledge team members as whole beings with responsibilities, obligations, and interests outside the workplace.

Many companies are engaged in active corporate social responsibility (CSR) programs devoting their resources and time to meaningful causes...


10 Techniques to Manage a Flexible Workforce

What is one effective technique or strategy to manage a flexible workforce?

To help you run a more flexible workforce, we asked business HR professionals and business leaders this question for their insights. From cultivating mutual respect and trust to focusing on results, there are several strategies you can use to guide a flexible workforce.

Here are 10 techniques to manage a flexible workforce:

  • Cultivate Mutual Respect and Trust
  • Be Rigid on Goals
  • Prioritize Regular Online Communication
  • ...

13 Ways HR Leaders Are Reskilling For a New Future of Work

What is one way you are reskilling for a new future of work? What area of HR are you reskilling?

To help HR professionals consider what skills to update, we asked HR leaders, recruiting specialists, and business professionals this question for their insights. From reinventing job postings to using people analytics models, there are several ways HR professionals can reskill for the business world’s ever-changing landscape.

Here are 13 ways HR leaders are reskilling for a new future of work:

  • Optimize Decision-Making With Analytics
  • ...

Looking Ahead: SHRMLab's Better Workplaces Challenge Cup 2022

Last month, SHRMLabs launched its second Annual Better Workplaces Challenge Cup, opening the registration period for entrepreneurs in workplace technology. This year, we are excited to expand the competition and we are seeking applications from around the world, not just the United States. This allows us to seek out the most innovative workplace tech solutions from around the globe.

When we devised this competition, we wanted to have a positive impact on workplaces while bringing forth needed technology to HR professionals. What we have done is devise a competition that aims...


8 Risks and Rewards With AI in HR

What is one risk or one reward of utilizing AI in HR?

To help you understand the risks and rewards associated with using AI in HR, we asked HR professionals and business leaders this question for their insights. From setting realistic expectations to considering litigation risks, there are several risks and rewards to consider when implementing AI in HR.

Here are eight risks and rewards with AI in HR:

  • Set Realistic Expectations
  • Increase Efficiencies
  • Minimizes Repetitive Tasks
  • Consider Litigation Risks
  • Evaluate the Validity and Accuracy of Data
  • Balance AI Insights with
  • ...

Can an Employer Invite Its Employees to Self-Identify Their LGBTQIA+ Status?

I have occasionally received the question of whether it is acceptable to invite employees to self-identify their LGBTQIA+ status or sexual orientation. The answer to this question is yes!

Why would an employer want to invite employees to self-identify their LGBTQIA+ status?

Although some employees may feel uncomfortable disclosing their LGBTQIA+ status (just as some may be uncomfortable disclosing disability status, veteran status, gender, or racial identity), employee self-identification provides an opportunity to bring cultural and social awareness to an organization. This can definitely impact the company’s initiatives and investments related...


Here’s What Needs to Happen When a Complaint Is Filed Against an HR Manager

As a SHRM HR Knowledge Advisor, I received an interesting question this week. An employee who works in HR filed a harassment complaint against their HR manager for creating a hostile work environment. Would this situation be treated the same as other harassment claims in the organization? The HR manager would normally conduct the investigation. But if the complaint is against the HR manager, who handles the situation?

These are good questions. An employer should always investigate any complaint filed and discern if the allegations are founded, even if the situation arises...