The benefit of long experience is the opportunity to make management mistakes and experience poor management practices. Rather than pointing out mistakes, here are basic principles demonstrated by those who inspire employee engagement;… Read More
A few years ago I researched what employees really want. It was preparation for a workplace branding article. If you don’t have the time or resources to survey your own employees you can use… Read More
When organizations care more about sports and the revenue they bring in, the idea of morality and what’s right can be lost. Child abuse should be reported to community authorities and not kept within internal structures. Read on for more about a final chapter in Penn States child sexual abuse scandal. Read More
When you’re thinking about making a significant policy or employee program change, one-size doesn’t fit all in communication. It helps to consider employees as representing different degrees of agreement with the company itself. Read more to learn how to develop more effective programs and communication strategies. Read More
Information management troubles? Is it just poor workflow or is it willful information hoarding! A good friend emailed me recently about the concept of information hoarding at work. I write and speak extensively about… Read More
In the course of HR professional’s work with individuals in transition, they encounter employees in distress. This puts them in a position to either ignore it or provide support to lessen employee suffering. They can also prevent distress through sound planning and implementation of company change. Read more to learn some basic techniques to support employees. Read More
What in the world does child abuse have to do with workplace bullying? You’d be surprised to learn that while child abuse is obviously more devastating and adults are better positioned to speak up, the power dynamics are quite similar. Read this brief summary to see how . . . Read More
There are many reasons why employees can’t or won’t perform up to supervisory expectations or even up to their own potential. There are clues that suggest the ultimate source of poor performance and it’s often not the employee. Take a look at the surroundings in which the employee is placed. Read More
For some industries, front line supervisors rise up the ranks by gaining technical experience. Working 15 years, an employee could move up to supervisor because he or she has more experience than most… Read More
I was surfing news and found someone else in HR willing to talk about the connection between Human Resource management and American social and economic policy – An interview with Karlee Weinmann published in… Read More
