Looking for a life-impacting role for HR? Explore the opportunity you can use to save lives and life styles. I am talking about the life skills and balancing of life decisions of both your employees and their spouses. My mom’s cousin lost her husband in the last year. In her grief and lack of education,…read more
Success is the primary objective of every business. But what exactly is success and how is it measured? To many it’s determined by financial gain, and behind financial gain there is always one thing that has set the path – happiness.
Do you like your job? Are you fully engaged in it? Though this question is one that may seem like it depends on your personality, there is a certain part of this that is hard-wired into your gender. Though it may seem like old-fashioned thinking, there is more and more evidence linking sex genes and the ability to fully engage yourself in certain tasks.
The difficulty associated with maintaining a work-life balance certainly isn’t a new saga – in fact, it likely dates all the way back to the days of the caveman. That said it’s becoming a more prominent issue for the workforce and, consequently, a more significant focal point for those in HR. If employees are facing stress in one aspect of their life, be it work or personal, it’s likely impacting their other functions as well. And in a time when productivity and innovation mean the difference between being a leader or a laggard, most firms can’t afford not to acknowledge the challenges that most in the workforce are facing.
Given the amount of advice available on how to be an effective leader, one would think that those who lead would have it down to an art. Nevertheless, it can be difficult to parse through the wealth of sometimes paradoxical information, and I’m sure we all encounter leaders that believe that doing anything to get their own way is the only way to lead. While everyone has a natural leadership style, the potential leader may not know how to deliver this style effectively or compassionately. I’ve found that the following five attitudes, in addition to being easy to remember, help those tasked with the charge to be in charge get in touch with their inner leaders and exercise their skills towards achievement and outer peace.
When it comes to maintaining order in the workplace, negotiating employee discipline can seem like a high wire balancing act. On the one hand, we need to retain authority and some modicum of control over subordinates, but at the same time, dealing with personalities is an inherently touchy issue. After all, especially in the case of a non-fireable offense, the point is rehabbed behavior and not resentment, right?
Being a leader is much more than organizing resources, executing on plans or knowing where to squeeze out the latest profit. A person responsible for positional leadership has the arduous task of managing their team’s contribution to overall profits and sustainability while supporting the roles and individual needs of their employees. If you’re doing it well, it shouldn’t be easy.
In a competitive business climate, retaining key employees is vital for the health of the company. But when these key employees are women, many corporations and industries continue to be befuddled as to how to retain this valuable cohort.
“High employee engagement is imperative, even amid a turbulent economy”. This was the indisputable fact that Gallup once again revealed in its 2012 study of 1.4 million employees worldwide.
As a manager, you want to get the most out of your employees. But you know the only effective way to accomplish that is to motivate them to want to perform at their best. This is often easier said than done. Many managers mistakenly believe they must drive their employees to success rather than lead them there. However, this is contradictory to our human nature.