I applaud you for having the gumption to make this move. Are you are really going to do that?
Are you kidding me? You aren’t afraid to move to another country?
Moving to the Middle East? Bon Voyage, I am so happy for you.
All these comments came up over the past month as I completed — yes, completed! — my career bucket list.
I had always wanted a CHRO (chief human resources officer) role since the day I got involved in HR. My other checkpoint was that I wanted to live life as an expat. Read more…
There are few pleasures in life I enjoy more than a meaty conversation with individuals of differing viewpoints.
That said, there is one topic of conversation that drives me nuts, and it centers on this question – Is HR an advocate for the employee or the employer?
I hate this question. It seriously sets my teeth on edge when I hear it. Here’s why: Read more…
I try not to cut and paste letters but I received this note from a job seeker who also works in HR. I have her permission.
I am going to graduate in August with my masters in HR. I graduated undergrad in May 2012, which means I got zero experience and that’s fine I wanted to get school out of the way. Now I am applying to different entry-level HR positions and hitting the “no experience/w degree” roadblock. Which sucks. I’m networking with my SHRM chapter, asking my classmates to be on the lookout for me and building a solid online personal brand.
Sometimes I can’t help but feel discouraged. All I need is someone to give me a chance. I certainly ain’t doing this for the money, or even for my mom, she wanted me to be a doctor. And so what should I tell myself before I head into/out the interview? I usually blast on some rap music with explicit language to calm my nerves beforehand.” Read more…
As we’ve researched trends in employee engagement, we consistently find dissonance in levels of engagement between a person who views his job as, well, a job, and people who have turned their “jobs” into careers or callings.
Of course, I always enjoy being able to support our findings with similar research done by other industry authorities.
Yale psychologist Amy Wrzesniewski, for example, has published research on how the mental conceptions we all have about our jobs affect our performance and our happiness. Her studies find that different people can see their employment as any of the three aforementioned types (jobs, careers, or callings), regardless of the position they hold (and even if they all hold the same position). Read more…
I use to think the title “HR Partner” was played out – and it probably was for a time.
There was a point a few years ago when every HR Pro had to change their title from HR Manager, HR Director, etc., to HR Partner. It always made me feel like we were all apart of a bad cowboy movie (“Giddy up, Partner!”).
I’ve actually grown to really like the “Partner” in the title of an HR Professional. While many HR Pros just changed their title, I’ve met some great “Partners” in HR who have changed their game to match their title change.
What makes a great HR Partner great? Here are five (5) things I think makes them game changers: Read more…
It’s not me, it’s you. Right?
At least that’s what employers and employees keep telling themselves. So much unhappiness, like a terminal relationship enabling one another to barely function and just get by day to day in the world of work.
Survey after survey after survey tells us how 98.5 percent of the workforce is disengaged and feels disenfranchised, with one person doing the work of 10 men (and women) today. Okay, maybe not that high, but it’s high and you’ve most likely seen all the research and other insightful analyses.
It’s so high that none of us in the HR business can argue that something isn’t perilously wrong. Read more…
I’ve always found it difficult to pinpoint my core values because I believe that as humans, we are always changing and adapting to our environment.
Then, I happened to catch Jerry Maguire while flipping through television, right at the pivotal scene in which Jerry admits that he’s not happy with the state of his life or his job:
Two nights later in Miami at our corporate conference, a breakthrough. Breakdown? Breakthrough. It was the oddest, most unexpected thing. I began writing what they call a Mission Statement for my company. You know — a Mission Statement — a suggestion for the future. What started out as one page became 25. Suddenly I was my father’s son. I was remembering the simple pleasures of this job, how I ended up here out of law school, the way a stadium sounds when one of my players performs well on the field… And suddenly it was all pretty clear. The answer was fewer clients. Caring for them, caring for ourselves, and the games too. Starting our lives, really. Hey, I’ll be the first to admit it. What I was writing was somewhat ‘touchy feely.’ I didn’t care.” Read more…
What drives someone to wear a t-shirt like this?
Just lost his job? Wishes he could retire and play video games all day? Is he a rebel at work and proud of it? Or is it some inside joke and I’ll never know the answer.
Who knows? And, I wasn’t going to ask him that question at 4 am while waiting to get on a bus. Read more…
Have you heard of Adam Grant? If not, you soon will.
Not only is Dr. Grant the youngest tenured professor at The Wharton School of Business at the University of Pennsylvania, he’s also their highest-rated teacher in their MBA program. His new book, Give and Take: A Revolutionary Approach to Success, is getting a lot of buzz lately and here’s why.
Dr. Grant’s research shows that in our technological world, our relationships play an even more important part in an individual’s success. We need to operate in a much more interdependent manner. Read more…
Today, I’d like to share with you a case study on the importance of values and how you make them real.
I’m using as my case study company Guidewire Software, which I learned of through a New York Times Corner Office interview with CEO Marcus Ryu.
In the interview, Mr. Ryu shares how the six founders of the company created their values and their culture:
We said we have to consecrate our principles in a document that we will refer to over and over. This will be our DNA and every new person who joins the company will read the document. We put a great deal of thought into this, thinking of it almost like a constitution that will guide our future actions.” Read more…