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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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  • 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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  • Is it time to ban bossy?

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    Evan Rodd, PayScale

    Are women called Bossy more often than men? If so, what impact does that have on the overall picture of gender equality in leadership positions? The gender wage gap and women’s roles in leadership are popular, and sadly sometimes polarizing topics of conversation. Recently there has been a lot of buzz regarding Sheryl Sandberg’s Ban Bossy campaign, which is “a public service campaign to encourage leadership and achievement in girls.”

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  • 7 steps to managing pay for your remote workforce

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    Managing all the unique responsibilities of a remote workforce is challenging enough. Staying on top of compensation is an entirely different matter. With some 30-45 percent of the adult global workforce working from home at least part of the time, employers must be able to find ways to handle the demands of compensation administration in a modern world. (Source: Forbes) Companies are increasingly turning to outsourced labor pools too, using above average compensation strategies and attractive benefit programs to reel in the best talent.

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  • Seven signs your compensation strategy needs a do-over

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    Perhaps no area of human resources is as uncomfortable to talk about as the annual compensation update with the executive team. It seems as if every HR manager is tasked with proving that an improved compensation offering is good for business.

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  • The ROI of HR Technology

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    Jessica Miller-Merrell, blogging4jobs

    Investing in HR technology is something that is typically done with great consideration. After all, it’s expensive, creates downtime and requires system training. Additionally, investments can be a hard sell for those outside of your department as others may not see why the technology is necessary or beneficial. While frustrating, it’s understandable when others don’t understand why HR technology is a vital part of how you do your jobs. If you’re considering new technology or pitching the idea, it can be difficult to put a number to the difference it will make, or validate your purchase by showing its return on investment. There’s no exchange of funds in your department, no sales numbers and no revenue or losses (in the traditional sense), so how do you calculate the ROI it will provide?

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  • How Transparent are You About Your Total Compensation?

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    In the last few years, employers have begun to see the value of reporting total compensation to their workforce. For many, this is a strong retention tool that helps employees understand how much the company is vested in their success. Total compensation statements can give employees a clearer picture of how much the company has spent on health and wellness benefits, retirement savings, educational costs, and all the other perks of employment in addition to regular salaries. This effort is an important part of corporate communications that gives employees a greater insight into their contribution to the success of the company.

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  • Timing your HR Technologies: when is it appropriate to invest?

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    Jessica Miller-Merrell, blogging4jobs

    Technology is one of the most expensive aspects of business, yet is constantly changing. Because of its expensive nature, it can be difficult to keep up with not just the technology you’d like but in fact what could make a significant difference in your department, it’s hard to know when and how to invest. Invest too soon or in the wrong technology and you’ll waste a significant amount of money, but rest on past-its-prime technology and you could lose productivity and eventually, money.

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  • Top workplace wellness trends for 2014

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    Crystal Spraggins

    2o13 was an interesting year for workplace wellness.

    Amid a ton of bad press, CVS Caremark initiated a new policy mandating that employees take tests for blood sugar, blood pressure, cholesterol, and body mass and body weight or pay a monthly fine of $50.00. The policy also stated, "Going forward, you'll be expected not just to know your numbers—but also to take action to manage them.

    Bloggers, lawyers, and media personalities chastised CVS for using the stick when the carrot would have done just as well, but CVS disagreed, arguing that they’d been offering the carrot for a while with few takers.

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  • What to do when your employee posts nasty things about you on Facebook

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    Crystal Spraggins

    It’s a pretty common scenario nowadays. An employee with a complaint about your company gets on social media and tells the whole world how much she thinks you suck. Ouch.

    You’re not at all pleased with this display of dirty laundry and disloyalty, and your feelings are a little hurt, too. What an ingrate! Perhaps this employee should work elsewhere—you’d be only too happy to show her the door.

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  • Is a transparent wage policy right for you?

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    Crystal Spraggins

    A very common line in policy manuals is one urging employees not to share wage information with coworkers. Although such a policy could run afoul of the National Labor Relations Act (NLRA), which guarantees employees the right to congregate with other employees for their common good, many employers apparently believe the policy’s inclusion in their manual is worth the risk. After all, if everyone knew what everyone else was making, all kinds of problems would follow. People would be jealous, and management would be inundated with complaints and requests for pay increases. There could even be lawsuits.

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  • Are you prepared to lose top talent?

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    Laleh Hassibi, PayScale

    This week, we released the much anticipated 2014 Compensation Best Practices Report. Based on data from more than 4,700 survey respondents representing human resources practitioners, as well as business line and executive managers, the report reveals attitudes about compensation, hiring, and retention as the economy recovers from the recession. The latest annual report shows an increasing concern across businesses of all sizes about their ability to retain top performing employees, reflecting an increasingly competitive talent market. Results show that – regardless of size and industry – talent retention has become a top priority for business leaders.

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  • Succession planning: What’s in it for you?

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    Crystal Spraggins,

    It’s not unusual for leaders to be so busy overseeing the day-to-day that long-term planning gets short shrift. Then too, long-term planning requires a type of discipline and forward thinking that not every organization can harness—even when it wants to. But there are many good reasons to engage in succession planning, even if your organization is small or medium sized. (In fact, especially if your organization is small or medium sized.) And while succession planning requires commitment, forethought, and a willingness to allocate resources away from current-day activities, the sacrifice is well worth it.

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  • Building your case for investing in HR Technologies

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    Jessica Miller-Merrell, blogging4jobs

    Working in the Human Resources industry, you’re likely well versed in the daily struggles, frustrations and time suckers of the job. If you stay on top of industry news you’re probably also familiar with the all the drool-worthy technologies that streamline and automate processes. You understand the value of investing in these tools and technologies to make your department more efficient, better at their jobs and able to focus on things like strategic planning, networking and learning about your workforce. These technologies are both jealousy inducing and a logical next step for many HR departments that are ready to increase their abilities.

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  • 3 steps to handling a request for a raise

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    Jessica Miller-Merrell, blogging4jobs

    Pay raises are an inevitable aspect of managing employees but that doesn’t make handling them any less complicated. Whether it’s determining which employees to give raises to or considering how much of a raise is ideal, the process typically makes the top of the list of dreaded tasks for HR professionals and managers. To make matters even more difficult, employees don’t always wait until their performance review to request a raise. Even though it may not be the best time for you, when employees request a raise you are faced with decisions that you may not have considered before that moment.

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  • 6 lessons I’ve learned about the workplace from watching Chopped

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    Crystal Spraggins, SPHR

    I’m a big fan of the television show Chopped, which airs on the Food Network.

    On the show, four chefs battle for a $10,000 prize. To win, they’ll need to survive three rounds of competition, during which they’ll prepare an appetizer, entrée, and dessert. There are serious time constraints (20 minutes for the appetizer and 30 minutes each for the entrée and dessert), and the chefs must use and “transform” all the ingredients in the basket received at the start of the round. When the dessert round ends, the judges review all the dishes of the final two remaining chefs and choose a winner.

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  • Earned time off incentives - are they effective?

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    One of the many ways that employers incentivize the workplace is by offering earned time off for hours worked. This can be an effective way to motivate and reward employees at the same time as creating access to greater work life balance. For most, it’s a win-win situation. Employers have access to a reliable workforce, while employees have the chance to earn much needed time off. It seems like a good compromise to the growing issue of faltering attendance and performance in many organizations.

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  • Top 5 compensation lessons from 2013

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    Mykkah Herner, M.A., CCP, PayScale

    Last year was a year of ups, downs, and shutdowns. The Affordable Care Act is still looming over us, the impact unclear. Some but not all companies are pulling free of the recession. Employees have continued moving around more and more since the official end of the recession. Yet amidst the turmoil, there are some key lessons. Essentially, in an uncertain time, compensation plans and strategies need to be flexible. In this article I’ll talk about the top 5 ways we can infuse flexibility into our programs.

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  • Make up your mind, already! How indecision is hurting your team

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    Crystal Spraggins, SPHR

    No one who has ever worked with management (including HR pros) or been in management would say that it’s easy. On the contrary.

    And if you’re a good manager, it’s really not easy.

    Your team depends on you, looking to you for guidance, answers, and direction.

    That’s why your indecision is negatively affecting your team’s productivity and possibly causing them to lose confidence in you, too.

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