From our Blog

In my 30 year career as a Human Resources leader I have been involved in many Engagement & Retention efforts.  The Gallop organization…and several other well known firms have proven that business performs better with an engaged workforce.  Typically, we go out and survey employees, discover trends and attempt to effect change, often at the employee level.  But are we approaching effective change correctly?  Human Resources may lead the effort to engage and retain the workforce, but you may find that your management team is not prepared.

I have often pondered how to effect impactful coaching and development at small to midsized companies.  I recently ran across this article from McGill Publications related to "self-coaching."  

http://publications.mcgill.ca/reporter/2016/04/self-directed-coaching-fo...

I have found that it is often difficult to justify the ROI related to this subject as good OD comes with a high pricetag.  

If you manage HR systems, the link to the article below outlines hot topics for 2016.  Good insight and I especially like the fifth item in the article relating to "Making Sense and Better Use of Data."  As a profession that has deep roots in administration, HR is constantly criticized for not providing strategic information about talent.  If you use HR systems they not only need to be the repository of information, but you need to leverage this information to be a better valued strategic leader.

Is your company a leader in workplace flexibility? Want to become known as an employer of choice? As announced at our social event by Linda Magyar, When Work Works Community Partner for CalSHRM, the When Work Works Award application period is now open through November 6, 2015. This award, formerly known as the Sloan Award, is a joint project of the Families and Work Institute and the Society for Human Resource Management.