SHRM Blog

About Being a Good Virtual Coach

 

 

1- "Leadership is a muscle you practice"

It’s okay to learn how to be a strong virtual leader because, as Simon Senek says, “leadership is a muscle you practice,” and most of the time, people are not taught how to lead. And if leadership is a gym, you can learn how to be a good coach and motivate virtual teams by tapping into everyone’s strengths and potential. 

But it must start with the leader's intention to be empathetic and show emotional intelligence.

This virtual skill for the managers is called:...

COMMENTS 0

SHRM Connect: FFRCA Memos, Vacation Requests, Emergency Contacts and "You're Too Old"

 


 

When employees have questions, they go to HR.

When HR professionals have questions, they often turn to each other for guidance and advice.

SHRM Connect is an online forum where SHRM members can post questions and get answers from their peers within the SHRM community. It’s a great place to network with other HR professionals while sharing solutions and advice on a wide range of HR topics.

Jump into a discussion or watch from the sidelines. There's something for everyone.

Check out some of the latest conversations below:


A Memo on FFRCA Ending?...

COMMENTS 0

How to Attract Generation Z Candidates to Your Organization

 

 

Generation Z is the newest generation to enter the workforce.

Ranging in age between 9-24 years old (born between 1997 and 2012), Gen Z is expected to make up a larger percentage of the global workforce than the Boomer generation (24 percent versus 6 percent). 

With that in mind, how can employers attract Generation Z candidates to their organization?

To answer this question, we asked human resource professionals and employers with a Gen Z workforce for their best talent attraction tips. 

Here are ten tips on attracting Gen Z candidates to...

COMMENTS 0

The Hybrid Workplace and the Trust Challenge

 

 

I’ve been thinking about the concept of trust.

Being the HR enthusiast that I am, I have pondered and focused on the idea of trust and mistrust when it comes to the workplace. What makes a trusting environment, and how can feelings of trust permeate through company cultures often wrought with staunch traditions and rigidity?

What can HR do to help? The concept of trust and exchange relationships at work in their many forms needs to be on our HR radar moving forward.

There’s something to be said for trusting...

COMMENTS 0

Leadership Boo Boos - Part 1: Always Right, Never Wrong


 

 

I say it's Part 1 in the title above, but I really don't know how many parts there will be to this "Boo Boo" series. Certainly more than one, although we'd like to think not too many more. I mean, gosh, how many boo-boos do we make as leaders? Well, truthfully, we've all made a few during our development as leaders and no doubt have observed many more. As leaders, we often like to ponder and share ideas on how to improve employee performance, but it's...

COMMENTS 0

WORK 3.0 - The Transition to More Meaningful Post-Pandemic Work 

 

 

WORK 3.0.

Not Work 2.0 – that was the scrambling and experimenting, adrenaline-fueled productivity, and Zoom fatigue of the pandemic.

I hope that Work 3.0 will be a well-planned, evidence-based transition to better, more human, more productive, more meaningful post-pandemic work. 

Yes, we are still struggling with another wave of the pandemic, but there is a promise of the vaccine – and workplace and organizational psychology experts are looking to the future of work and wondering how lessons learned in 2020 can help us create better work, better organizations.

Work...

COMMENTS 1

Not All Problems Are Problems – 5 Real Problems for Leaders

 

 
 

A problem to you is a solution to someone else.

Friction and conflict are advantages when they inspire learning, growth, or innovation.

You might believe bureaucracy is a problem. But in top-down organizations bureaucracy is a solution. Rules and procedures prevent deviation and congeal power.

5 real problems for leaders:

#1. Blaming.

Lack of responsibility always results in recurring issues and worsening problems.

When you hear blaming from team members ask, “What do YOU want to do about that?” Listen. Expect action.

#2. Patterns.

Problems give meaning to leadership. Recurring...

COMMENTS 0

SHRM Connect: Benefits Refunds, Dropping Marijuana from the Drug Screen and Requiring Applicants to Show Their Face

 

 

When employees have questions, they go to HR.

When HR professionals have questions, they often turn to each other for guidance and advice.

SHRM Connect is an online forum where SHRM members can post questions and get answers from their peers within the SHRM community. It’s a great place to network with other HR professionals while sharing solutions and advice on a wide range of HR topics.

Jump into a discussion or watch from the sidelines. There's something for everyone.

Check out some of the latest conversations below:


Benefits - Employee Wants...

COMMENTS 0

What We've Learned in 2020

 

 

It's that time of year when reflection and planning meet to flip the calendar. This year, it seems more important than ever to put the past away. At this time last year I predicted that 2020 could be the best year ever. I had also written a blog preparing for work-from-home workforce transitions predicting a 12-week office shut down. 

Boy, Was I Wrong!

There has been so much wrong with 2020, how can we make it right again?

Informality 

Many of us spent the better part of the year in our pajamas....

COMMENTS 0

HR Strategy for Small Business - The Top 5 Focus Areas

 

 

 

Businesses require some kind of HR function as soon as they have one employee. However, it’s imperative to begin planning for a dedicated HR function early in development (SHRM recommends doing so once a company reaches 10 employees). However, to save money, research shows, 54 percent of small businesses handle employment matters themselves or have another staff member handle HR issues piecemeal. And these staff members who take on HR responsibilities typically are not prepared to do so.

5 Priorities for HR...

COMMENTS 0