Have you ever found yourself relaxed in a comfy chair, either warm by the fire or enjoying a good read with a favorite beverage close by?
Perhaps you’re just letting the day wash over you as you watch TV, or even dosing off a bit? Maybe there’s a sleeping cat on your lap, curled up against any intrusion.
Now, that’s a great picture of someone who’s not living in the moment, but is content with what life has to offer. Ahhhhh.
Careful now — don’t you go and bother with that image; life is fine and dandy just the way it is, and they want to keep it that way. Read more…
If there’s one thing HR pros can count on, it’s that difficult employee situations will never end.
It doesn’t matter how experienced and educated we are, we’ll always have to handle another different and difficult situation — and do it just right.
We can all agree that people really matter. And really, employees are HR’s customers. You want to help them be successful at their jobs (because that makes you successful) and you want them to be happy. That gives you an emotional connection. Read more…
“You coddle your people way to much.”
“If they do not like this company, let them leave. We can hire someone else at a cheaper price.”
“The only people who I consider talent at my network are the people on the air. That is all I care about.”
“I’m sick of all this culture stuff. Give me a break.”
All these comments were from senior level executives during conversations concerning engagement, culture, or just their people. The third statement was from the head of a major cable network during a discussion at a dinner party back in New York. That was a very spirited discussion, to say the least. Read more…
In an article from Psychology Today titled, Help — My Boss Is Incompetent!, Beverly D. Flaxington writes:
“They [incompetent managers] may not know which information to impart, which to hold back, and which to hold as confidential.”
I couldn’t agree more.
Upon reading Flaxington’s observations, what immediately came to my mind was all the managers from my past without the good sense to keep some nonsense to themselves instead of passing it on as worthwhile news. Read more…
My husband calls them “blond moments” when he shows me a cartoon and I don’t get it.
I’m also a bit gullible when I read spoofs and satires. No, thank you – I don’t need oceanfront property in Arizona.
Today he sent an article from The Onion which I got right away. Yes, I know The Onion is a satirical publication; I learned that when I took him a story I thought was true, and he chuckled for about an hour.
I actually did a double take on the one he sent today – HR Director Reminds Employees That Any Crying Done At Office Must Be Work-Related. Oh my, I hope not. Oh, I get it – it’s a spoof! LOL. Read more…
I spend a lot of time talking about what makes HR professionals fail, but I have strong opinions on the key attributes that make human resources leaders successful.
Here are four (4):
1. Great HR leaders are dependable and reliable
Everybody wants innovative and disruptive until you actually give them innovative and disruptive. Then they want steady and trustworthy. Read more…
I think there are two types of people in the world:
- People who stay in their lane;
- People who don’t stay in their lane.
The first group, lane stayers, are the type of people who follow a natural life path. Basically, these are the people who don’t push the natural evolution of their lives — I started at this company. I worked my job. In a certain time I’ll get promoted. There is a sequence of life that I’ll follow, and for the most part, things will work out. Read more…
The bell sounds woke me. They were continuous and getting louder by the second.
I raised my head and there they were – dozens of them! Then hundreds! Falling from the virtual clouds around me into MS Outlook like a deluge of rain filling bucket after bucket.
Ding-a-ling-ding-a-ling! Read more…
The way we do work is always changing.
As new technology continually makes us more efficient, and evolving collaboration strategies have a noticeable impact on the dynamics within the workplace, every organization finds itself dramatically different at the start of a new year from the way it was 12 months ago.
The year 2014 was absolutely not an exception, as new mobile and cloud-based tools brought major change to work as we know it.
What’s interesting is that every time work changes, in theory human capital management should, too. If our employees are modifying their strategies over time, then how is the HR function adapting and keeping up? Read more…
I’ve been writing and speaking about Millennials since they first made their way into the workplace as teenagers in 1998.
Since then, I’ve interacted with thousands of mature business owners and leaders who’ve confessed their struggles and frustrations in managing this enigmatic generation.
Today, more than half of all Millennials (born 1980-2000) are 25 and older, and the part-time teen workers of 1998 are now 35 years-old. They hate being lumped into a generational heap that’s been branded and widely criticized for being inherently lazy and entitled.
This is especially true for those overachieving Millennials, who are anything but lazy and entitled. Read more…