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…
Work-life balance is a myth.
I could say that in today’s hyper-connected world, work comes home with us far more easily than it did 20 or even 10 years ago. And that would be true.
But it’s no less true that our “life” also comes to work with us. Worries about our sick children, concern over a fight with a spouse the night before, fear over making ends meet on a tight budget – all can color how we approach our work and how we treat our colleagues. Read more…
Back in November 2010, Monster.com asked me to write a post on a hot topic at that time — a “Candidate Bill of Rights.”
Needless to say, I’m not a huge fan of a Candidate Bill of Rights.
I’m a capitalist and believe in a free-market system of HR and recruiting, and back in 2010 (remember those days?) we had candidates coming out of our ears.
Here in 2015, most of us are begging for talent. Welcome to the show kids! Read more…
Before the calendar turned, I had blogged about why 2015 will be the “Year of the Employee.”
HR professionals will be looking for high levels of employee retention and productivity in 2015,and in some way, shape, or form, this has always been their job.
But this year, there’s been a lot of buzz about approaching this goal with a new-found focus. When it comes to retention, is there more that can be done? Read more…
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…
HR people are always sharing technology horror stories such as, “we had 12 different applicant tracking systems” and “we couldn’t share data between our performance management and compensation systems.”
These stories always lean towards a longing for standardizing around one vendor and buying full suites. So are we on our way to the nirvana of having one hulking ERP that does everything?
Based on what I see out there, probably not. However much HR may want to have as few systems as possible, there seem to be little devils that are multiplying systems as fast as we consolidate them. 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…
By Ilyse Wolens Schuman
During the first employment-related hearing conducted Friday by the new Senate Committee on Health, Education, Labor and Pensions (HELP), Senators and panelists debated whether the Affordable Care Act‘s definition of “full-time” employment should be amended.
Under the health care law’s employer responsibility requirements, employers with at least 100 full-time or full-time equivalent employees are now required to provide health insurance meeting certain ACA standards to their full-time employees or pay a penalty.
For employers with 50 to 100 full-time employees, this pay-or-play employer mandate becomes effective in 2016. The ACA considers a worker “full time” if he or she works 30 hours or more per week, instead of the customary 40 per week. Read more…