Year one of anything is new and exciting. Whether it’s freshman year of college, a new relationship or marriage, or the first year of a job at any stage of someone’s career. Then year two hits, and what was once new starts getting repetitive. Things start to get stale and aren’t as exciting. This is known as a sophomore slump.
The first few weeks of January are traditionally a popular time to set goals for self-improvement. The new year symbolizes a starting point, a new day to remind yourself:“You got this!”
So, another year down and another begins. Big deal. Isn’t it just another day? Can’t I just make my mind up to be something more and someone better on any other day of the year? Well, yes.
HR can be serious business. It can also be a source of comedic material. The funny and the not-so-funny.
The reality is...
People can be really difficult. Communication is hard. Change is hard.
Work can suck.
But people are really funny. And the situations we find ourselves in - at work, at home, in public - can be hilarious.
Ever heard that laughter is the best medicine?
You may or may not have noticed that I have taken some time off from writing lately. I have done a few pieces for a new concept at SHRM #NotionsByNicole found here.
This weekend, I witnessed my world through the eyes of an almost four year old girl. These lessons know no age limits and can work within your HR Teams. Please read on…
Who knew a park around the corner, a swimming pool, sidewalk chalk, markers and coloring books could create such joy, giggles and stories?
On February 14, @shrmnextchat chatted with Ben Eubanks @BenEubanks about the Building Blocks of a Great HR Function.
In case you missed this amazing chat filled with great advice from HR professionals, you can read all the tweets here.
Great HR doesn’t happen by accident. It is a journey, a work in progress, and is always evolving. At the base of every successful HR function are the philosophical building blocks that support its work and that make up the bedrock of a great organization. A healthy HR function is an essential component of a healthy and thriving workplace.
#1. If you want to change people, change what they believe about themselves.
If people believe in you, encourage them to believe in themselves.
As someone who’s built, managed, and now advises hundreds of global talent acquisition teams, one question that repeatedly comes up is: How can we hire for “grit” - that quality of tenacity that ensures your next hire will stick it out through the good and bad times.
As another year comes to an end, I’ve seen sentiments ranging from “good riddance” to “thank goodness that’s over.” We have been surrounded by news of violence, turmoil, political upheaval, personal failure, on-going war and massive natural disasters. That isn’t the only news about what is going on, but it’s all that fills the airwaves and social media.
After a storm, there is an opportunity to bring people together and create a stronger team.
Here are some tips about ways to do that while building camaraderie and teamwork.
Despite a century of speculation by managers and scholars, we know very little about whether certain cues or signs exhibited by employees can predict whether they're about to quit.
The Pokémon Go craze is in the news practically every day. It is almost impossible to go anywhere without spying someone walking around trying to catch Mewtoo, Dragonite, Psyduck or one of the other creatures in the game. As I observe this behavior and how quickly it caught on it made me wonder if there is a lesson in this for motivating employees.
Gamification is the trend