On April 12, @shrmnextchat chatted with Christine Porath, an associate professor at Georgetown University’s McDonough School of Business and author of Mastering Civility: A Manifesto for the Workplace about How to Create a Culture of Civility in the Workplace.
Is your organization “going with the flow” of the ever-evolving workplace or becoming stagnated by outdated talent strategies?
The new world of work is responding to societal changes and sociocultural shifts by breaking down traditional barriers in the workplace and empowering employees to bring their whole selves to work to become more than a profession, title or job description.
In an age in which ideas and knowledge drive the economy, people are the chief currency of every business. With up to 80% of a company's expenses coming from human resources, it is vital that the workforce be engaged and empowered to enable productivity. Yet according to the latest edition of Gallup's annual engagement survey, only 32% of the U.S. workforce is engaged, with 50.8% not engaged and 17.2% actively disengaged.
Change is hard and can make us uncomfortable. That may be why 80 percent of New Year’s resolutions fail in the first week alone. But, change is upon us and it is here to stay.
Every year, the Oxford English Dictionary (OED) adds hundreds of new words. This year, they added the term “gender-fluid.”
Sports psychologist Stan Beecham has learned a few things from working with elite leaders and athletes. One is that top performers train themselves to control their thoughts—and eventually their habits. Beecham, a founding member of the Leadership Resource Center in Atlanta, has worked with collegiate, Olympic and professional athletes.
You‘re excited about a new employee you hired who came highly recommended. They start, you introduce them to co-workers, clients, upper management, board members.
As I enter my tenth year in the Human Capital Management space, I figured it would be beneficial to my readers to reflect on how our industry has (and has not) evolved over the last decade's time.
* The following scenarios are built on real life business engagements. The names have been changed to protect the innocent.
Today, over 37 million workers in over 3.5 million offices across the country are taking part in Take Our Daughters and Sons to Work Day. Founded by Gloria Steinem, the program was originally created in response to research that found many girls lacked confidence and were dropping out of school by the eighth grade.
We are facing a productivity crisis. Global economic indicators suggest that people in westernized countries are working more hours and producing less. This should be of concern to every human resource professional.
A couple of months ago, the Society for Human Resource Management published Repurposing HR: From a Cost Center to a Business Accelerator by Carol E. M. Anderson, SHRM-SCP. She is the founder and principal of Anderson Perfomance Partners in St. Augustine, Fla.
Q: I’m at a loss on how to deal with a recent hire. He’s very eager to prove himself and do well, but instead of learning his job –which involves very specific functions, procedures and deadlines– he spends time trying to find efficiencies in other areas and coming up with improvement ideas unrelated to the job. Consequently, he’s not up to speed.