SHRM Blog

5 ways you can help younger managers view older workers differently

by Irene HahnOn April 13, 2012 0 comments

There is an explosion happening all around us.  We are getting grayer as a society - much grayer.   As a result, organizations are faced with a diversity-related challenge.   Younger managers, on a much broader level than ever before, are finding themselves in the position of having to supervise older subordinates. 

Early on in my career, I found myself in a similar position.   As a very young, first-time manager, I found myself with subordinates who were considerably older than me.   To be honest, I didn't think much of it.   A few months after becoming a manager, an employee from another...

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Cognitive Attrition and Employee Engagement (Part 3)

by Ross Smith, FRSA On April 13, 2012 0 comments

Note: This series is based on the paper My Generation. 

One of the biggest challenges in the modern workplace is employee engagement.  An organization that struggles to keep employees engaged faces an onset of cognitive or mental attrition. So why do we need engaged employees? Engaged employees are happier, more productive and more efficient.
 
Gallup does a survey every year on employee engagement, identifying three types of employees.  The Gallup research shows that “business units in the top quartile of Gallup's engagement database have 37% less absenteeism, 25% less turnover in...
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Telecommuting and BYOD Hottest Workplace Technology Trends

by Jessica Miller-MerrellOn April 12, 2012 0 comments

It’s no secret that technology as well as social media are changing the way we work and live.  Thankfully, corporate America and the U.S. Government are finally getting the clue, learning that technology offers an opportunity to provide more employees flexibility while cutting overhead costs at the same time. 

Two trends I’ve seen emerging among the workplace mainstream are telecommuting and BYOD. 

Telecommuting is a relatively simple idea, although a challenge for managers and supervisors to execute effectively.  Employees and teams work virtually from their home office, collaborating and communicating online and by phone.  Telecommuting is a very...

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Who's Next? Promoting the HR Profession to Millenials

by Curtis MidkiffOn April 12, 2012 0 comments

Each day HR professionals in companies of all sizes are addressing issues related to planning for the eventual departure of baby boomers from the workplace.  There is much talk of succesion planning as it relates to filling key positions and roles within these companies.  

In the midst of these conversations, another question needs to be raised: "Who will succeed our current generation of HR professionals?" 

Join us for #NextChat on April 18 at 6 p.m. ET, and we'll tackle questions such as Who's Next? -- Who will be the next generation of HR pros and where will...

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Executive Book Club: April 2012

by SHRM StaffOn April 11, 2012 0 comments

17 Rules for Developing and Keeping Devoted Employees is a must read on how to foster commitment, respect, trust, honesty, fun and above all performance.

Why people choose to work for you and why they stay. It’s not about money, not even now. Don’t just demand alignment: nurture it: Create powerful opportunities for employees to link with vision, values, and mission. Applaud effort, but reward contribution, recognize the crucial difference between behavior and outcomes. 

17 Rules for Developing and Keeping Devoted Employees features new case studies from retail,...

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Avoiding Jobs (and Companies) that Suck

by Jason LauritsenOn April 11, 2012 0 comments

Joe,
 
Great question: How do we avoid jobs and companies that suck?
  
It is heart breaking to me when I see talented people trudging away in jobs that either they don’t love or at companies where they don’t fit.  And, as you hint at, in almost every situation when you talk to someone who is in this kind of predicament, they almost always say something like “This isn’t at all what I thought it was going to be.”  They were toast before they even showed up to new hire orientation.
...

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Rousing the Remarkable: 9 Ways to Influence Extraordinary Actions (Even in Your Absence)

by Ann TardyOn April 10, 2012 0 comments

Sheila from the Radisson Indianapolis Airport Hotel

It was 3 a.m. when I called the front desk at the Radisson Indianapolis Hotel to beg for ointment for a wound. Sheila answered the phone but had nothing to offer, “I’m sorry sweetie. We only have Band-Aids down here.” Petulantly, I declared that I would have to find a 24-hour pharmacy.

Quickly recognizing my excruciating pain, Sheila said, “Let me call the hotel across the street and see if they have anything.” She phoned me right back and said, “Good news! They have ointment. I’m going to get it...

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Hold People Accountable -- Start With You

by Ryan EstisOn April 9, 2012 0 comments

I was winding down our event. Sales Training with a team of quality sellers working for an organization that is profitable, growing and stealing market share from their competition. This team was Switched On and pushing toward the next level of breakthrough performance.

I believe the most important part of a training event is what happens next. A TAN Plan helps. TAN is an acronym that stands for Take Action Now.

The assignment: Write down 3 things you will take action on in the next 100 days that will have high impact post meeting....

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SHRM: April LINE Report

by SHRM StaffOn April 5, 2012 0 comments

According to the SHRM Leading Indicators of National Employment (LINE) Report for April 2012, the rate of job growth will fall short of levels reached last year, yet hiring in the manufacturing and service sectors will continue in April.  

                April will be another strong month for manufacturing hiring in April. While 43.3 percent of manufacturers will add positions in April, only 20.1 percent of service sector companies will hire employees. Although both industries are hiring, compared to April 2011, the hiring index will fall in April...

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#NEXTCHAT RECAP: Is HR Ready for the C-Suite?

by SHRM StaffOn April 5, 2012 0 comments

The time has come for HR to occupy a seat at the C-Suite table. Who better to advise and influence the CEO on corporate culture? Who better to recommend solutions regarding organizational health and workforce issues? Who better to identify talent from both a functional and cultural perspective? Who better to promote the CEO's vision and credo?

But is HR ready?

On April 4, #NextChat invited John Bell (@JohnRichardBell), former CEO of coffee/confectioner Jacobs Suchard, (now a part of Kraft) to lead the discussion. As a strategy consultant, he has counseled some of the world's most...

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