The pay equity debate has been on everyone’s mind recently. As women, we want to know that we are being paid the same as the man doing the same job at the next desk over. There are reports that say it is not an issue and reports that say it is an issue. The bottom line is . . . it’s complicated. There are multiple factors to consider, so it is not cut and dry. Choices. A lot of the pay equity debate is being attributed to choices. I agree that choices do have an impact. Let’s dig in on that. High percentages of women
Too much of anything is bad, right? I believe this to be true in most circumstances. Too much food, you get sick. Too much exercise, sore muscles and possible injuries. Too much booze, well…. that can lead to too much of other things! But what about feedback? Is there a circumstance where too much feedback is just, well, too much? Or the other extreme, when you are not getting any at all. That’s not great either, right? Or what if you don’t know how to give feedback? I was working for a large company a few years back and it
I still consider myself fairly new to this blogging thingamajig. I have joined a pretty cool fraternity of writers who want to make companies and people better. I hope to live up to the standards they set. These HR experts are who you should follow if you want to get better at HR, by getting better at business. I believe this is key for any HR practitioner to succeed. Do you want to be better at Human Resources? Do as I do and learn from the HR Experts. #1- Robin Schooling (@robinschooling): Full transparency, Robin is my HR spiritual gangster/guide aka blogging mentor. She uses humor
. . . Thank you Aretha Franklin, for calling out the most important guideline of HR- Respect! Early in my career, I was working at a high school in Arizona. I had the role of administrative assistant to one of the Vice Principals. I loved my job! I learned so much while I was in this role. I was only 19 years old so I was barely older than some of the seniors. This made for some interesting interactions and a lot of lessons learned. One was during the aftermath of a fight involving a few kids. I overheard a conversation that has stuck with
Restoring Hope in HR Last week I had the opportunity to speak at the Talent Management Alliance (@TheTMAlliance) HRBP University Conference. I spoke at the end of day 1, right before happy hour, which was a bit tough. Don’t ever keep HR folks from their cocktails! I was in front of ~150 HR practitioners who were awesome. They gave me their undivided attention. They wanted to learn and it definitely felt like they were engaged in what I was saying. I spoke about culture and change. I shared information about merging cultures during acquisitions and when bringing in new executives. The entire conference, the speakers were amazing.
I was writing a blog on another topic when re-organizations came up. It got me thinking that sharing a short list of questions HR practitioners should be asking their leadership team before a re-organization would be helpful. Here they are enjoy! What is the business problem you are trying to solve? This will lead to a discussion of what is going on in the business and give you insights into what the leader is thinking big picture. What’s changing? Duh, this might seem like a no brainer, right? Sometimes I like to be Captain Obvious for fun. What is the business need for
Usually it is about 2 hours into the workday that I sit back and realize that I have already helped employees with the following: •a need for FMLA •answering a question on how to access our eye care benefits •pulling market data for a manager who wants to make sure we are paying based on the market for the top engineer on their team •talking through how they can stay engaged at work when they are not feeling challenged by the role •working with a manager to think through what training a newly formed team may need to get them