When I was playing with the idea to make a move, I sat down and asked myself, "what is important to me?"
As I sat down, my little girl came up to me and said, “Mommy, I am hungry and I want a snack!” That’s when it hit me! This little girl means the world to me.
I made up my mind at that moment: My move will be based upon what is best for my family.
You’ve heard it said again and again, and perhaps you’ve experienced it yourself: People don’t leave organizations—they leave bosses.
Bad bosses come in many varieties: abusive and toxic, lazy and incompetent. There are few things more miserable in the workplace, and an organization full of bad bosses will kill the culture.
Back in 2014, I conducted training entitled: Our Three Audiences.
The goal was to workshop the avenues in which human resources is the one true conduit to all organizational functions: employees, managers & executives.
As #SHRM18 grows near the focus on bridging workforce gaps remains an ever-pressing HR-related topic.
Last year I read about a super bloom in California.
This super bloom came after years of drought, and if not for the fact that this very topic came up in conversation several times in the context of work, it would have just been one of those unique stories that got buried in a year full of them.
I have seen it all when it comes to Halloween in the office. From nothing to all out costume and Halloween Parties with drunken pirates and everything in-between. So, what should HR allow and where is the line in the sand?
So, let’s start with your actual work environment. Here are a few quick questions to ask:
Are customers or clients regularly on-site or are you sheltered from contact?
I spoke at the Wisconsin SHRM conference, last week. My topic was “What Oprah Taught Me About Great HR,” and we discussed areas of trust, onboarding, and engagement. This is the second time I’ve presented this content and there still needs to me some work, but I learned some more things to improve the presentation.
The word hacker, for most, conjures up images of a dark figure in a hoodie hunched over a keyboard.
However, as Joe Gerstandt and Jason Lauritsen shared in their 20th Annual HR Technology & Exposition Conference session The HR Hacklab: What New HR Tech Solutions Are Needed Now?, hacking in the workplace has an entirely different meaning.
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Over that past few years, I’ve been hearing the idea floated more frequently that employees should be accountable for their own engagement.
The company was in trouble: The value of its stock had dropped to just $1 a share. So the CEO decided to level with the workers about just how bad it was—and he laid out a plan to turn things around. The employees responded with renewed dedication and effort that helped the business rebound, and the stock price has since jumped to $20 a share.
Low-Cost Employee Engagement Inspiration For Millennials, By Millennials!
Today, as part of Take Our Daughters and Sons to Work Day, many members of SHRM staff did exactly that! More than 20 children participated in today’s event, including Addisen "Addi" Horn, daughter of SHRM Director of Government Affairs Lisa Horn. Here’s Addisen’s brief take on what was a very busy day at SHRM.
My Day at SHRM
By: Addisen Horn
On April 26, @shrmnextchat chatted with Alan Willett @alanwilletUSA about Transforming Troublesome Employees.
If you missed this amazing chat with great advice for people managers and HR you can read all the tweets here:
Overworked, without recognition and underpaid to boot. This is a common complaint by employees and a reason that many believe their teams are unhappy, but the HRM Canada article Are Your Workers Underutilized? – How to Tap Into Their Potential reveals an alternative explanation, and it might be the secret to supercharging teams.
3 Lessons on Employee Recognition from David Novak
If you’ve ever had to manage a difficult employee, you know that these workers can weaken your organization by destroying morale, increasing anxiety and negatively impacting the performance of others.
