When I contracted a new EAP vendor, I manufactured a reason to schedule several counseling appointments. Okay, so I admit it. With my crazy life, it wasn’t that hard to find an excuse. When we started our first Health Reimbursement Account, I enrolled even though my husband’s plan was cheaper. Why? HR metrics and measures abound, but sometimes there’s no substitute for what we learn from a little personal experience with the programs and processes we inflict on create for others
Everyone faces distractions at work. Very seldom do any of us ever enjoy the luxury of eight to nine solid hours to dedicate to focusing on priorities and projects without something coming up to draw our attention elsewhere.But what happens when you’re faced with a distraction that’s not quite so easy to deal with? What happens when it’s a more major crisis in your life, or even a series of significant distractions that all but sap any hope for concentration you might have?
Take a quick scan of your workforce. Is there a significant percentage of working moms? If not, don’t be surprised. A 2009 study from UC Berkeley’s Haas School of Business found that 28 percent of women with Harvard MBAs had left the workforce 15 years after receiving their degree.HR professionals should take a step back to scrutinize their organizations’ benefits policies to better obtain and retain talented women.
We are unwrapping some posts from the Women of HR archives for you this holiday season. Relax, enjoy and let us know if there is a favorite of yours you’d like to see unwrapped and run again.
Introverts are getting a lot of attention lately. Articles touting the power of introverts are being published left and right. With as many articles as I was seeing, I figured there must be some information out there about how we in HR can find, hire and promote more introverts. Well, I was wrong.
Remember when the exclamation “I’m engaged!” was almost always immediately followed by the question “when’s the wedding?” In today’s business environment, engagement takes on a whole new meaning, referring instead to how engaged, dedicated, and loyal employees are to their organization.
Engagement in the workplace may not be the same as a personal engagement between two people, but the key is that both are relationships, and relationships take work. Dedicating effort to understanding what engages your workers will allow you to create the most effective action plans to improve engagement. Don’t wait to engage your employees. Make the effort now.
There are countless articles out there focusing on the value of experiential learning for adults and the workplace. Tactile learning is of significant value to most adults and is a great form of experiential learning. My life revolves around a computer and it is an important part about how I interact in the working world, however I think my skills are better because there was a time when I had to figure things out without it. Our workforce has lost skills or capabilities because we discourage manual learning and miss out on great opportunities to more broadly apply what can arguably be a deeper skill set.
Offices are a place of business… usually. The line between work and personal lives is being blurred as 9-to-5 jobs go out the window and professional and personal lives blend.
A direct comment that could be deemed sexual harassment is now an irregularity in physical places of business. Social media is a more subtle outlet for sexual harassment. With policies and procedures in place for more direct harassment, companies may be overlooking social media sexual harassment. Ensure every employee enjoys a harassment free work place by taking action now.
What was once a professional networking tool used by a select few has now become a critical aspect of the lives of a huge portion of the population. Social media can be a powerful resource for businesses wanting to expand, diversify, or appeal to a wider demographic.
This starts with the simple concept of branding. Branding is more than choosing a name for your company and defining a business plan. You must create an impression that will last with your targeted audience.
Emotional intelligence (EI) is relatively easy to define, but somewhat difficult to describe. I discovered years ago that this creates some challenges for executive recruiters discussing candidates’ EI competencies.