Companies have more of a focus on their defined “culture” and, naturally, turn to their HR Department to lead the design and implementation of a culture program, but that does not make it a “function” of the HR department. First things first: What do we mean by “Culture”? Culture is a combination of behaviors and… Continue reading Culture is Not an HR “Function”
Performance Review Time – Should You Keep Doing Them?
Its the beginning of the New Year and many companies may be getting ready to produce their employees' annual performance reviews, so I'm sure the topic of whether or not its worth the time has started to come up. There are a lot of different opinions out there as to whether or not companies… Continue reading Performance Review Time – Should You Keep Doing Them?
What If The Motivator Needs Motivating?
You see all kinds of articles and comments about how a “good leader motivates their people.” Leaders, Managers and even HR folks are tasked with solving problems which include improving morale and motivating others…but who motivates them? As a HR professional, my entire career has been dedicated to helping improve my workplaces and grow my… Continue reading What If The Motivator Needs Motivating?
Are You Grooming A “Mini-Me”?
“Talent Management” is one of those buzz words flying around lately and everyone will have their own definition of what it is and how they approach it in their company, but in my view Talent Management is just the upgraded version of Mentoring. Mentoring to me isn’t assigning an experienced employee to a new employee… Continue reading Are You Grooming A “Mini-Me”?
Exhaustion: The Latest “Status Symbol”
I have been following the work of Brene Brown, Research Professor at the University of Houston Graduate College of Social Work. She spent over 10 years studying the topics of shame and vulnerability in an effort to help uncover how we can find our inner courage and be more authentic in today’s world. In one of… Continue reading Exhaustion: The Latest “Status Symbol”
Do You “Motivate” Or Do You “Inspire”?
When we talk about “performance,” our minds automatically go to “how to we improve performance.” It’s always on the mind of every leader or manager that has a team under them. We think by coming up with ways of improving performance that it will translate into happier and more productive sub-ordinates. For the majority of… Continue reading Do You “Motivate” Or Do You “Inspire”?
Are Your Employees Planning a Mutiny?
Think about this… Are your employees showing up to work late consistently? Are they more “on edge” or angry all the time? Are they making more mistakes that usual? Are their “attitudes” now affecting how they handle your customers? Are they just getting through the day so they can go home? These are all RED… Continue reading Are Your Employees Planning a Mutiny?
Are Disgruntled Employees Really A “Lost Cause”?
Let’s face it – between “life” issues and work, we find many of today’s employees are disgruntled in one way or another. For some, the situation is temporary…for others, it becomes a daily attitude they display. But, does that mean you – as the Employer – should take the stance of either reprimanding them for… Continue reading Are Disgruntled Employees Really A “Lost Cause”?
Jumping on the “Employee Engagement” Bandwagon: Part 3
You’ve talked to or surveyed your employees to find out what they would like to see around the office that would make them feel more appreciated or part of the “team.” You researched different Employee Engagement programs to find out which ones could be implemented right away and at little to no cost to the… Continue reading Jumping on the “Employee Engagement” Bandwagon: Part 3
Jumping on the “Employee Engagement” Bandwagon: Part 2
In Part 1, we talked about first getting to know what your employees would like to see. Here in Part 2, we will talk about some general ideas to consider integrating into your workplace. While there are plenty of different options available, sometimes its best to start with some simple ideas and let the company… Continue reading Jumping on the “Employee Engagement” Bandwagon: Part 2