HR

<p>Originally posted on <a href="http://christopherinhr.wordpress.com/2014/05/12/balance">ChristopherinHR</a>: <br />How do you tip the scales? Like many other things in American business the discussion around worklife balance has now fully migrated from curiosity to debate to fad to branding bullshit to old news. We don&#8217;t talk about it anymore. Like employer of choice its an antiquated phrase that connotes the&hellip;</p>

<p>In my last post Transparency In Interviewing I discussed several things a good interviewer should do during an interview. This week I want to focus on things companies should do to attract quality talent. This article provides some ways your company can attract the talent you’re looking for <a href="http://www.smartrecruiters.com/blog/5-ways-you-are-scaring-away-potential-talent/" rel="nofollow">http://www.smartrecruiters.com/blog/5-ways-you-are-scaring-away-potential-tale

<p>Everyone thinks they are a good interviewer. Conducting an interview takes skill and savvy. In order to hire the right person, you have to ask the right questions. You also have to share enough information to make sure that person is the perfect match. Contrary to popular belief, the applicant isn’t the only person that [&hellip;]</p>

<p>1. More holidays – private industry doesn’t allow time off for the same holidays as the federal government 2. Cross-train &#8211; it will broaden and enhance the skill-set of all employees 3. Casual Friday &#8211; give employees a chance to “let their hair down” 4. Provide more leave – many companies only provide 10 days [&hellip;]</p>

<p>The New Year is here but are you well rested? With all of the activities you hosted or participated in during the holidays were you able to decompress from 2013? When you made your New Year’s resolutions did any of them involve taking better care of yourself and a work-life balance? The most important component [&hellip;]</p>

<p>It&#8217;s Thanksgiving, but our doors open at 8 p.m.! The public&#8217;s recoil at major retailer&#8217;s decisions to open on Thanksgiving Day is a perfect example of how employee disengagement has hit a new low. Infringing on people&#8217;s time with family and friends is a fast track to creating animosity between employer and employee. To me, [&hellip;]</p>

<p>One of the reasons employee engagement is a broad topic is that what engages one person won’t engage another person. Let’s take a look at a couple of instances in the NBA and NFL where employee engagement efforts actually resulted in positive ROI. Kevin Garnett (KG) of the Brooklyn Nets, formerly of the Boston Celtics [&hellip;]</p>

<p>When I started this series on employee engagement I intended to write three posts. But, while doing my research, I found there is so much information on this topic, three posts would not be sufficient to address all the important angles. One of the ways organizations assess employee engagement is by collecting and assessing analytics. [&hellip;]</p>

<p>Employee Engagement is a “not-so-new” trend in HR. Everywhere you turn, there is a new study, white paper, article, or blog post on employee engagement. Some of the research shows employee engagement is up and some shows employee engagement is down. Most of the information does neither. The majority of the information provides ways to [&hellip;]</p>

<p>In my next few posts, I’ll address the issue of employee loyalty: why employees aren’t loyal, what is employee engagement, and whether tracking employee engagement is useful. Earlier this year, someone told me that a potential supervisor implied if they promoted this individual they expected this individual to stay with the company out of loyalty [&hellip;]</p>

<p>In 2013 most people have a full schedule five to seven days a week. The hectic pace that most of us live at is not physically, mentally, or emotionally healthy. Many people don’t know when to slow down and take a break. It is difficult to take care of home (e.g. children and spouses) if [&hellip;]</p>

<p>From the outside looking in, the C-suite is a desirable place to work. However, the occupants of the C-suite have an enormous responsibility. Obtaining an office in the C-suite is a professional achievement that few accomplish. It takes years of hard work, dedication, and having laser focus. Once you’ve obtained an office in the C-suite, [&hellip;]</p>

<p>If you follow my blog, you know I beat the drum of training, training, and more training. Adequately trained managers make for excellent managers. First, they will love what they do on a day-to-day basis and secondly, they will improve the bottom line of the organization. Times are tight right now. When a company’s budget [&hellip;]</p>

<p>There are two ways to manage: like a dictator or like a human being. A supervisor can manage by the spirit of the law or the letter of the law. Most supervisors that manage using an iron fist are legalistic. I agree, there are times when a supervisor needs to stick to the letter of [&hellip;]</p>

<p>In the business world, we use the words “manager” and “supervisor” interchangeably. I want to add another word to the mix “coach”. Many people view managers/supervisors as babysitters for adults. There is more to management than conducting performance evaluations, managing difficult personalities, and getting people to work together. My perspective of management may be a [&hellip;]</p>

<p>Do you manage people or a process? If you can distinguish which one you manage you will be able to focus more time and energy on the big picture. Seeing the big picture is what managing is all about. You cannot get bogged down with the day-to-day grind of the work. Employees do the work [&hellip;]</p>

<p>Today’s workforce poses problems for managers because it consists of three generations: baby boomers (boomers), generation X (Xer’s) and generation Y (millennials). The recent economic collapse has kept many boomers in the workforce longer than they expected. It has also forced many boomers back into the workforce. Even with all of these boomers in the [&hellip;]</p>

<p>Are your employees doing the job you hired them to do? Are they achieving the goals you set for them, if not why? There is a difference between your employees doing the job you hired them to do and doing the job you want them to do. You cannot hire someone to do a job [&hellip;]</p>

<p>By virtue of being a manager you have a certain amount of influence that others don’t. You have the ability to change the environment in your office. How you choose to use your influence will determine the environment. For specific ways to change the environment in your office see my post on March 15th. Your [&hellip;]</p>

<p>Being in management means you have a certain amount of power. Are you responsible wBeing in management means you have been entrusted with a certain amount of servant-hood. Are you responsible with the power you’ve been given? I am a firm believer that management should serve from a position of servitude. Servant leadership isn’t a [&hellip;]</p>