I must admit, when SHRM announced that it was going into the certification business last year, I was one of many who were skeptical, even feeling deceived, disillusioned, and dissatisfied that the organization responsible for promoting the HR profession had so blatantly shown its real intent.
The real intent, that is, of self-promotion and self- preservation.
None of us should have been surprised though. The reality is that for any professional organization that has success over a period of time, and grows in membership and budget, the primary goal ultimately becomes more about protecting and promoting its own interests than that of its members. Read more…
Your best employees are the people who drive your organization forward – they are more creative, more productive, and bring more value to your organization.
So, keeping them happy must be a priority, because these are the employees that are typically not replaceable.
Here are 10 tips on how you can do that: Read more…
Leaders are busy people who need to set and manage priorities, often dismissing or delegating tasks that don’t provide a strong return on their investment of time.
Nonetheless, there’s one area of responsibility that leaders should never ignore — their employees.
Gallup has repeatedly found that leaders who compliment their teams enjoy extremely low (1 percent) employee disengagement levels. As you’d expect, when leaders criticize employees, disengagement levels rise to 22 percent. However, disengagement almost doubles to a shocking 40 percent when leaders ignore their direct reports. 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…
If you’ve read any significant amount of literature on management, you’ve likely come across the Peter Principle – that people will get promoted to their own level of incompetence.
The idea is that people are promoted to management positions because they’ve proven to be successful at the core function of their current job, not because they’ve been successful at the core function of their new job – managing a team of people.
There are a lot of things that can happen when people who aren’t very good at managing people assume management positions. Today, we’ll look at just three: 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…
Unquestionably, Talent Analytics is all the rage these days.
Everyone’s talking about it, but have HR departments truly embraced analytics yet? Should they?
And most importantly how can you tell if your organization is really ready for and would benefit from Talent Analytics?
Let’s look at some of today’s most critical talent management (or people management) challenges and determine how Talent Analytics and the ability to examine the wealth of available data can help: 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…
Often when working with groups or coaching individuals on how to engage people in constructive conversations around difficult issues, I’ll have someone say “Why do I have to be the one to do all the work? They’re the ones with the problem.”
They then go on to explain how the other person is the one who A) behaved badly; B) isn’t doing their job; C) acted inappropriately.
They bristle at the suggestion that THEY do the work to “get their head and heart right” before the conversation, as I recommend. I’ve found over the years, from both personal and professional experience, that the time spent getting into a more productive emotional state and a wiser, more thoughtful mental state before the conversation is time well spent. Read more…