• Why did my employee quit without notice?

    header_QuitWithoutNotice

    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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  • One of your best employees just got a job offer. Should you counter?

    header_EmployeeBetterOffer

    Crystal Spraggins, SPHR

    You’d seen the signs (such as increased absenteeism, reduced enthusiasm, decreased participation at meetings, decreased output, and so on), and you had a pretty good idea that something was amiss. But still, when one of your best employees told you she’d received another job offer, your felt a little sick to your stomach.

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  • Want to know how to inspire and retain employees? Get Pay for Performance right

    header_PayForPerformance

    The hallmark of a successful organization is one in which employees happily produce top results each day and do this organically without a lot of “hand holding” from management. However, what is the secret to attaining this level of greatness?

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  • 5 reasons why you need an Employee Assistance Program

    header_EAP

    Crystal Spraggins, SPHR

    The first employee assistance programs (EAPs) were established in response to the growing problem of alcoholism among white-collar workers.

    Eventually, however, the programs evolved into what they’re known for today—providing confidential support to employees with mental, financial, childcare, substance abuse, and other personal problems.

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  • How big data will change human resources

    header_BigData_HR

    Jessica Miller-Merrell, blogging4jobs 

     

    We’ve seen it in so many other industries over the last decade or so. Datafication, or using large amounts of data to report, analyze and predict, has revolutionized the way companies such as Wal-Mart, eBay and Amazon do business and now it’s the Human Resources profession’s turn to hop on the train. Sure, we will use it in different ways, but similar to the way Amazon knows which shoes I’m dying to have in my closet, we will eventually get to the point where we know the type of employee the organization needs, how long they will likely stay with the organization and nearly every step of their progression within the company, without even having to think about it.

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

    header_NewHireLoyalty

    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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  • What are workforce analytics and why do you need them?

    header_Analytics

    Jessica Miller-Merrell, blogging4jobs 

    Your Human Resources department most likely gathers and analyzes workforce data on a daily basis but you may not even realize that’s what you’re doing or how you can make the most of it. If you’re like one of the hundreds of thousands of companies that have upgraded their technology in the last several years, you probably have a wealthy of data about both past and current employees that you could be utilizing for more than just informational purposes. Though it does require some investment to establish criteria and additional databases, most companies have the beginnings of a fruitful workforce analytics system right under their noses.

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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

    header_BadLeadership

    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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  • Warburg Pincus invests up to $100 million in PayScale

    Happy Day at PayScale

    Laleh Hassibi, PayScale

    In 2013 we added more than 700 new customers. We now power smarter compensation decisions for more than 2 million employees, and more than $85 billion in compensation spend. This grows every day. Learn more about a few of PayScale’s customers on our website.

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  • Measuring performance with workforce analytics

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    Jessica Miller-Merrell, blogging4jobs 

    Workforce analytics is earning its place in Human Resources departments but it can be a chore to determine how it fits into yours. The concept can be used in so many areas, from recruiting to hiring to learning and development and development. It cuts down on the guess work in many cases, helping to identify trends and have a good idea of what an outcome will be before its even reached, so it’s no surprise that it’s now reaching into employee performance evaluations.

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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

    header_CoworkersFighting

    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.

    header_YoungManagement

    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

    header_BluntEmployee

    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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  • Can the nuclear family survive on minimum wage – even it if goes up?

    header_CostOfLiving

    There is a lot of talk about the Federal Minimum Wage and how raising it to $10.10 per hour across the nation could help many more working Americans make ends meet. The question is, if the minimum wage is raised over the next 2 years, will this make a difference to the average nuclear family (Mom, Dad, and 2 kids)?

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  • Botox or die: ageism in the workplace

    header_BotoxOrDie

    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

    header_nitpicky_manager

    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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  • Does crowdsourcing in the workplace destroy the bully mentality?

    header_Crowdsource_ToGetRidOfBullys

    Jessica Miller-Merrell, blogging4jobs 

    Most of us have probably seen bullying in the workplace up close and personal. Whether it has been directed toward you or you have just witnessed it, many of us can tell tales of people backstabbing, lying, clawing, pushing and bullying their way to the top. It’s not only painful to watch but also it’s frustrating to see them be placed in a position of power after finding out their true character. Once you’ve seen this happen a few times, it can be easy lose faith in other professionals, mainly because you expected more from them, at least in the workplace.

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