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Is it time to ban bossy? 5 reasons your HR department is driving everyone crazy What to do when your employee posts nasty things about you on Facebook Snackable Content
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  • Yup. It's time to hire an HR professional

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    Crystal Spraggins, SPHR

    It’s a common scenario. As a small company begins to grow, more and more people are hired to handle the increasing workload. (Great!).  Before too long, all these new people start inquiring about benefits, so somebody decides it’s time to start getting serious about benefits (because talent expects benefits, and this company needs talent badly to help it grow intelligently), and then another somebody realizes—hey!—somebody else has to manage this stuff and by the way, more people means more conflict and who’s going to handle that?

    Eventually it becomes apparent that more structure or rules or strategy or something is needed because people keep doing stuff and asking questions and nobody has any answers. And then come the feds and all their rules and requirements, and oh boy it’s getting complicated around here.

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  • 6 easy steps to being the HR pro everybody trusts

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    Crystal Spraggins, SPHR

    Many, many employees don’t trust HR. That’s a fact.

    Whenever I read an article about workplace bullying, toxic bosses, unethical workplace practices, or some other related topic, and the writer recommends the worker appeal to HR for help, the comments will be full of people telling the writer he’s nuts and that going to HR is a complete waste of time.

    Well, I’m going to make a confession. I tend to agree with the commenters, because I don’t trust HR myself, and I’m an HR professional.

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  • Company picnic primer: read this before you plan the next one

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    Crystal Spraggins, SPHR

    It’s that time of year when employers across the land begin planning the annual outdoor get together.

    Here are some things you can do to make your event a huge success.

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  • Make your words matter: 7 tips for effective verbal communication

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    Crystal Spraggins, SPHR

    Management guru Peter Drucker is credited with saying, “The most important thing in communication is to hear what isn't being said.” 

    There’s certainly some truth to that. Sometimes what a person doesn’t say is as important, if not more important, than what he does say.

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  • Can you be friends with your employees?

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    Crystal Spraggins, SPHR

    No.

    Or, at least I don’t think so.

    Which is not to say that you can’t be friendly. Friendly is entirely possible and even desirable. But friends? Nah. Here’s my rationale.

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  • Comp budgeting: How to identify compensation inequities

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    Tessara Smith, PayScale

    In this first part of our three part email series on Compensation Budgeting, we take a look at compensation inequities. Compensation inequities can occur at an organizational, departmental, positional, or even individual level. To run a successful business and maintain employee satisfaction you have to know how to identify and resolve these inequities. To follow are some things you should be aware of at each level

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  • Why you really, really need HR

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    Crystal Spraggins, SPHR

    An HR professional for nearly 17 years, I've been as critical of the function as anyone. And the reason is—this job is teeming with potential that far too often goes untapped.

    And while I have fantasies that a push could come from the bottom up, as has been noted, until CEOs/COOs/CFOs (or, in other words, those who tend to manage the HR function) get on board with the importance of it, not a whole lot will change.

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  • 5 things you should know before engaging a recruiter

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    Crystal Spraggins, SPHR

    No matter how much of an employers' market it may be, at some point, most employers will opt to use the services of a recruiter.

    A good recruiter can save time (and therefore money) and help you source applicants you wouldn’t have found on your own. An excellent recruiter can even bring clarity where confusion existed by say, helping you think through the job that needs doing and who’s best to do it. 

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  • Why did my employee quit without notice?

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    Crystal Spraggins, SPHR

    You thought you had a good relationship with this employee. As far as you’re concerned, you were a decent boss. You treated the employee fairly, were supportive of his work, addressed him respectfully, and said “please” and “thank you.” You may even have gone out of your way to provide this employee meaningful development opportunities or a bigger salary.

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  • Have a new hire? How to guarantee the least amount of loyalty in no time flat

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    Crystal Spraggins, SPHR

    With all that’s been written about the importance of employee engagement, you’d think our workplaces would be brimming over with programs, policies, and procedures to entice employees to stay put forever and a day while doing their best work ever.

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  • 3 ways to use workforce analytics to forecast your next hire

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    Jessica Miller-Merrell, blogging4jobs 

    Forecasting your organization’s hiring needs is one of the most difficult things to do. To really have a good idea of your hiring forecast, you’d have to have an incredible sense of your workforce’s attitudes, expectations, workloads and even personal lives. In fact, it would require almost daily follow up to keep a constant read on the situation. This is just one of the reasons that it’s difficult to anticipate which business areas will have positions to fill and when. However, there is a way to proactively gauge hiring needs without all but asking employees when they plan to quit. The answer lies within your workforce analytics.

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  • Big ego, small ego: Google’s Laszlo Bock talks humility in the workplace

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    Crystal Spraggins, SPHR

    Just about anyone who writes about the workplace can agree that American companies are facing a serious leadership void.

    In a recent survey, nearly 70 percent of employees reported not liking their jobs.

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  • PTO policy - what are your obligations as an employer?

    PTO policies

    Nearly every workplace has a paid time off (PTO) or earned time off policy to compensate employees who must take time off for personal reasons. This can sometimes be a complex benefit to manage, leaving human resource professionals wondering if they should even offer it in the first place. After all, what does a company have to gain by paying employees for time not worked?

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  • Why ask why? The importance of asking questions

    Ask more quetionsCrystal Spraggins, SPHR

    Did you know that the great inventor Thomas Edison was yanked out of school by his mom after a teacher complained that Edison asked too many questions? Silly teacher! How can someone ask too many questions?

    Curiosity makes the world go ‘round. Problems can’t be resolved without asking questions, and even if something fantastic is discovered by accident (like penicillin) the process would have never started without someone asking a question.

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  • Dealing with the emotional employee

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    Crystal Spraggins, SPHR

    What would you do if you criticized an employee’s performance, and she cried? What about if she got angry and raised her voice or became sarcastic and hostile?

    How would you handle a complaint about a manager who screams or throws things?

    (Yes, it happens. I once knew a manager who’d get disgusted about work—and granted, he had a crappy job and a crappy employer—and then throw large stacks of book galleys on the floor with a loud thud to show it.)

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  • Young love is wonderful. Young management? Not so much.

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    Crystal Spraggins, SPHR

    A few weeks ago, I interviewed for a writing assignment with a young and growing company, and for a while there things looked promising.

    But by the end of the conversation, I knew I wasn’t going to be pursuing this work.

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  • When your employees don't respect you

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    Crystal Spraggins, SPHR

    Oh, for a return to the good old days, when employees knew their place and didn’t expect to be heard. Not like today, when a worker with an opinion may have the nerve to share it. Why, he might even have the audacity to tell you that your management skills could stand some improvement! Outrageous. 

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  • Botox or die: ageism in the workplace

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    Apparently, it’s the survival of the youngest in Silicon Valley. According to a recent New Republic article, by writer Noam Scheiber, that details the desperate measures that professionals in their early 40s are doing to stay employable, these efforts that include getting regular Botox injections and hitting the gym for hours a day to stay youthful are on the rise. No longer are seasoned employees looked at as valuable to the success of the technology firms they work for. Instead, a growing disdain for anyone born before the 1980s has reared its ugly head.

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  • How to stop nitpicking and lead your team to better performance

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    Crystal Spraggins, SPHR

    NIT-PICK (v.) to be excessively concerned with or critical of inconsequential details (http://dictionary.reference.com/browse/nitpick)

    The problem with the nitpicking manager is that he often lacks self-insight. In other words, the nitpicking manager doesn’t view his behavior as unhelpful. And that makes perfect sense, because if this manager viewed his behavior as unhelpful, one can only imagine that he wouldn’t be acting this way, right?

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  • 5 truths about pay your employees don’t want you to know

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    Crystal Spraggins, SPHR 

    Quick—what’s the one topic many job seekers are advised to avoid during the interview process?

    You guessed it. Money. When job seekers are focused on money during the interview stage, it shows a lack of real interest and commitment to the work—or so the thinking goes.

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