SHRM Blog

Ask An Advisor: Terminating for Performance Issues?

“Can I just fire this employee because of their performance?” Many human resource professionals are asked this question all the time, and it’s a question we receive in the HR Knowledge Center quite often, too.

Unfortunately, the answer really depends on the situation. Like most things in HR, situations are complicated, and many will fall within a “gray area.” So, what do we do with underperformers? I tend to ask myself a list of questions before going forward with termination, because termination may not be the only solution or outcome:...

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#SHRM22: Take Charge of Change: How HR Professionals Can Transition from "Reactive Change Receivers" to "Proactive Change Leaders"

Consider this scenario:  A major new change is coming to your organization!  The executive team approved the change a year ago, a project team has been designing it for several months, and now it's ready to be rolled-out to the organization.  You just got a meeting request to create a communications plan to inform the workforce of the changes.  Just like that - wham - the ball's in your court!

Sound familiar?  So often the Human Resource professionals I work with (at all levels - often including senior management ranks) lament that...

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Three Ways to Maximize Your Experience at #SHRM22

With the #SHRM22 conference fast approaching, I wanted to take a moment as one of the #SHRM22Influencers to give some tips so you feel prepared for the conference if you are attending in person this June. We are coming out of an extraordinary time as many of us have been isolated for nearly two years, not able to interact in person much with other humans. For many people in our HR space, this conference will represent the first time they are emerging from the comfort of their computer screen to interact...

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Go Overboard on Onboarding: Why It’s a Good Idea

This week I received an interesting question asking how important onboarding is for new hires.

I have worked at organizations that have done a terrific job with onboarding and other organizations where it was not so terrific. I had an employer show me to my desk without introducing me to the team or telling me anything about the history of the organization. My onboarding consisted only of filling out the standard new-hire forms. It was a bit of a letdown, and I felt like maybe I had made a bad decision...

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Ask An Advisor: Managing Remote Workers May Be More Complicated Than You Think

One of the biggest trends I’ve seen arising from the pandemic has undoubtedly been the “work from anywhere” mindset. Once both employers and employees realized that work could be performed effectively without sitting in a traditional office, things started to change. Some employers chose to close their brick-and-mortar worksites for good, while some workers decided to relocate to be closer to family or to live in a region with a lower cost of living.

As a SHRM HR Knowledge Advisor, I regularly receive questions from members regarding remote employees. Members...

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#SHRM22: Increase Retention in The Workplace: 14 Effective Strategies | #CauseTheEffect

41% of workers are actively searching for a new job or plan to in the next few months. What is one effective HR strategy you are implementing to help increase retention in your workplace? #CauseTheEffect

To help you retain employees, we asked HR leaders and business owners this question for their best tips. From investing in your managers to creating a culture of continuous learning and growth, there are several strategies that may help you increase employee retention in your workplace.

Here are 14 effective strategies to increase...

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Data Analytics to Advance HR Practices for the Social Sector

Data analytics has long been used by the private sector to provide a thorough examination of organizational performance in areas such as marketing, sales, and operations. However, the social sector has lagged behind in using data-driven approaches to support organizational goals, and this is also true when it comes to human resources. It is holding the sector back.

For more than a decade, First Book, a nonprofit social enterprise, has used data analytics to inform everything we do.  Research directs our work with educators and advances our mission: to further educational equity...

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How to Build A Cross-Functional HR Team Culture that Works

Whoever has managed a cross-functional HR team knows the challenges that often arise. As companies and their leaders transition from siloed and hierarchical structures to more project and team-focused management styles, the oft-touted panacea of cross-functional teams can sometimes prove to be tricky to implement and even trickier to implement successfully.

In fact, a Harvard Business Review study found that as many as 75% of cross-functional teams fail in several important criteria including working within the budget, meeting deadlines, satisfying the client, meeting specifications and staying true to corporate goals.

Add...

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Introducing Your #SHRM22Influencers Ready to #CauseTheEffect

Our actions big and small ripple out far beyond the moment. When we operate intentionally and use our voices to #CauseTheEffect we want to see at our organizations, we drive productivity and value for our companies, improve workplace culture, and perhaps have an impact on people we will never even meet. This June 12-15, thousands of HR professionals will travel to New Orleans, Louisiana to come together as #OneHR -- and SHRM Influencers are sure to be a big part of the experience. 

We are honored to officially announce the #SHRM22Influencers, all of...

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You Snooze, You Lose – How to Move the Search Process Along in This Competitive Hiring Market

Our client found the perfect candidate for an open Vice President position and offered her a bump from her current salary and position. She assured us that she was only interested in this role and was not interviewing with other firms. But before she took the offer, she met with a former boss/mentor to discuss the new role. They decided to meet for coffee at 8:30 am. Ironically (or not so ironically as it turned out), she met him across the street from her mentor’s office. At 9:15 am, she was sitting inside her mentor’s office interviewing with the Vice President of Talent at her mentor’s firm. At 10:00 am, she was meeting...

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