By Survive HR
Being an HR professional is one of the most demanding, yet unappreciated, professions in business. This podcast will be an encouragement to HR professionals and help them become better at what they do by sharing cutting edge HR practices and giving them insight into how they can become a strategic business partner and be more valued by their organization. New episodes are updated every Tuesday!
Organizational Do's and Don'ts - Associates Returning to Work After Parental Leave With Lori Mihalich-Levin
This week we are joined by Lori Mihalich-Levin to talk about organizational do's and don'ts when it comes to how to handle parents' return to work after parental leave. She gives great insight into how to be an understanding and empathetic manager while also continuing to have high performing employees. As always, thank you to our sponsors Haynsworth, Sinkler, Boyd and to our listeners. Without you, this podcast would not be possible! More about Lori: Lori K. Mihalich-Levin, Esq., believes in empowering working parents. She is the CEO and Founder of Mindful Return, a program that guides new parents through the transition back to work after maternity and paternity leave. 77 companies currently offer their employees her 4-week online program as a parental leave benefit. Lori is also the author of the book Back to Work After Baby: How to Plan and Navigate a Mindful Return from Maternity Leave, and is co-host of the Parents at Work Podcast. She is mama to two wonderful red-headed boys and is a lawyer in private practice. Her thought leadership has been featured in publications including Forbes, The Washington Post, New York Times Parenting, Thrive Global, and The Huffington Post. Lori founded a boutique law firm, The GME Group, PLLC, where she counsels hospitals, health systems, and academic medical centers on Medicare graduate medical education (GME) payment issues. She holds a law degree from the Georgetown University Law Center and completed her undergraduate studies at Princeton University’s Woodrow Wilson School of Public and International Affairs. She can be reached at firstname.lastname@example.org and email@example.com.
May 25, 2022
What Employees Want Feat. Laura Camacho of the Mixonian Institute
This week on SurviveHR, Kelly and Steve talk about employee benefits and culture with Laura Camacho of the Mixonian Institute. This week's episode is one you do not want to miss! To learn more about Laura and the Mixonian institute, visit www.mixonian.com.
April 12, 2022
The Future of HR - Where We Are & Where We Are Headed
This week on the podcast, Steve and Kelly discuss the future of human resources - where we are and where we are headed.
March 08, 2022
Employee Burnout Feat. Ben Fanning
Most of us know how it feels to be "burnt out." I mean, think about the number of emails you receive each day! However, are we creating more productive employees by allowing them to work from home versus working in the office? Is there less burnout when people work at home? Our friend, Ben Fanning, joins us this week to discuss employee burnout and ways for employers to get ahead of it.
February 22, 2022
HR & AI - Welcome to the Future?
This week on survive HR, Kelly and Steve discuss HR and AI (Artifical Intelligence) and ask themselves the question is AI the future of HR?
February 08, 2022
The Great Resignation, Part 2 Feat. Haynsworth Sinkler Boyd
For our first episode of 2022, we once again discuss the Great Resignation! In 2021, companies experienced a huge amount of resignations from employees for various reasons. Joining us this week are our friends, Chis and Perry from Hansworth Sinkler Boyd to discuss the legal implications that come with resignations.
January 11, 2022
Productivity in the Workplace Part 3: Ways to Ring in Efficiency in the New Year
For our last episode of 2021, we talk about tech and non-tech ways to be more efficient in the workplace and in everyday life. We hope you enjoy our last episode of 2021! As always, huge thank you to our sponsors Haynsworth, Sinkler, Boyd and to you, our listeners! Have any ideas for what you would like to hear in the future? Send us a note at Kelly@SurviveHR.com or Steve@SurviveHR.com.
December 30, 2021
Tips & Tricks for Effective Meetings: Productivity in the Workplace Series, Episode 2!
This week, Steve and Kelly discuss tips & tricks for more effective meetings, thus increasing productivity for you and your employees. As always, we are so thankful for our sponsors at Haynsworth, Sinkler, Boyd and to you, our listeners! Happy Holidays and Happy New Year!
December 23, 2021
Productivity in the Workplace, Part 1: The Creation of a Deep Work Culture
This week on Survive HR, Kelly and Steve talk about productivity in the workplace, specifically how to create a deep work culture when there are many things grabbing for our attention all at once. This is episode 1 of a new series about Productivity in the Wokplace. As always, thank you to our listeners and our sponsors at Haynsworth, Sinkler, Boyd.
December 14, 2021
The Motherhood Penalty
Working moms and working parents in general face many unique challenges. This week, we talked with special guest Brandon Miller about how to not get stuck in comparison and play to your strengths effectively in the workplace.
November 24, 2021
Crazy Company Benefits!!!
Employee retention is difficult in the current market, and this week on Survive HR - Kelly and Steve talk about some of the craziest benefits! Some are crazy good, and some are just well, crazy!!! If your company has a really interesting benefit that they would like to share, email us at Steve@survivehr.com. As always, huge thank you to our listeners and sponsors, Haynsworth, Sinkler, Boyd.
November 16, 2021
Recruitment Marketing - Building Your Company's Brand Feat. Giovanni Calise
Recruitment marketing - Now, more than ever, how you market your company and its brand is an important aspect of bringing qualified and committed candidates through the door. However, building a brand is not something they usually teach HR professionals in school. This week, Kelly and Steve talked with Giovanni Calise, the associate dean and graduate director at Anderson University's college of business and marketing professor. This is a week you do not want to miss with clear guidelines and steps to build your company's brand and increase the number of candidates entering your pipeline.
October 26, 2021
Funny HR Stories - Part 2!!!
This week on Survive HR we take a break from our usual discussions for a light hearted conversation! Our wonderful listeners sent in their funniest HR stories. Trust us, there are some good ones. Not our fault if you bust out laughing at work today! As always, thank you to our wonderful sponsors at Haynsworth Sinkler Boyd and to our listeners - we could not do it without you!
October 07, 2021
Clearing Through The Fog - The Rules & Regulations Surrounding the Vaccine Mandate
Join Kelly, Steve and their friend Chris from the law firm, Haynsworth Sinkler Boyd as they discuss the rules and regulations surrounding the vaccine mandate and the effects it has on your business. Sponsored by our friends at Haynsworth Sinkler Boyd. Like what you hear? Rate us on apple podcasts and let us know what you would like to hear more of in the future.
October 01, 2021
Join Kelly, Steve, and their friends, Chris and Perry from Haynsworth Sinkler Boyd as they discuss equal pay and the laws surrounding it.
September 22, 2021
The COVID Vaccine Mandate & What It Means For Your Business
Join Kelly Scheib, Steve Nail, and their friends Chris and Perry from Haynsworth, Sinkler, Boyd as they discuss the COVID vaccine mandate and what it means for your business.
September 14, 2021
The 4 S's of Structure for LESS Stress!!!
This week on Survive HR we talk about stress with our good friend and psychotherapist, Leah Marone. Leah gives us her 4 S's of structure to have LESS stress. We can't promise that all of your stress will go away, but at least this may help! We know it has helped us!
August 31, 2021
Is HR an Unhealthy Profession?
This is a really good question and the answer is, that it depends. We certainly feel HR can be an unhealthy profession. All HR professionals want to serve others and their differing positions or needs. Typically, HR is put in the position of not being able to make everyone happy, which results in constant conflict much of the time. The HR professional always seems to have a daily, unexpected crisis to deal with as nothing ever goes as planned. Steve notes that he was never able to get a big project, requiring dedicated time done in the office, and found himself doing those projects at home on weekends. Kelly has struggled to find the right balance of having her bucket full, but not overflowing. Many jobs are stressful, but none more than HR, especially the past 18 months. Always remember these things: HR certainly can be an unhealthy profession. We must discipline ourselves to block time to focus on what is truly important. We must find time to relax, whether that is reading a book, taking a long walk, or whatever other activity works for you. We must find time and discipline ourselves to sleep. Make and organize lists and then get them done. (Kelly mentioned that she uses an app called Notability, from Apple, to help keep herself organized). Let’s face it, there is going to be stress in our lives. We can’t control all the things that happen at work or in life, however, we can control how we respond and our attitude towards it. Thanks for listening to Survive HR!
August 24, 2021
Is This Really What You Need?
Join Kelly and Steve on this week's podcast as they discuss recruiting and finding the right fit for your organization. Every organization is looking for talent and every hiring manager wants the “perfect” fit. Many hiring managers have a “wish list” of competencies and experience they want the candidate to have, but the truth is, the “wish list” is often different from the true needs for the position and results in over hiring. Over hiring results in the new hire becoming quickly disengaged from their work, creating disenchantment and turnover. All good HR professionals should take on the responsibility of really understanding what is minimally necessary to perform the position adequately, determining and advocating for position descriptions that truly fit the needs of the organization.
August 06, 2021
The Great Resignation - Feat. Ben Fanning
Join Kelly and Steve this week as they discuss turnover with #1 Best Selling Author, of the “Quit Alternative”, Ben Fanning. Turnover is rapidly increasing, primarily because job-hopping is rewarded. On average, employees receive an 18-20% pay increase by changing jobs and only 3%, on average, as an annual salary adjustment with current their employers. There is also a growing negativity towards organizational loyalty, due in large part to employer layoffs, or downsizing, at the slightest hint of a bad economic quarter ahead. Turnover costs can be very high and according to Ben consist of four buckets: 1) Rehiring and training 2) Lost productivity (average time to fill is 68.5 days) 3) Increased base salary rate 4) Ramp up period Ben says that on average the cost of turnover, per employee, is $235,975. HR must first be a business partner to help resolve this issue. They also need support systems and must be prepared not getting caught flat footed when employees leave. HR must have a plan. This week’s podcast addresses this issue. If you want to know more about Ben, order his book, listen to his podcast (CEO Podcast), or schedule him to present at your organization, he can be reached at: https://www.benfanning.com/ Thanks for listening to Survive HR and please rate us on iTunes!
July 19, 2021
Show Me The Money - The Counter Offer Conundrum
SHRM reported that in April 2021, 4 million employees (2.7% of workers in America) quit their jobs and that the US is seeing record turnover. 25% of employees plan to leave their job in 2021, according to SHRM. According to SHRM, 36% of those changing jobs are doing so for better compensation. The war for talent is real and almost every employer in the country is desperate to find and keep qualified and competent employees. Ghosting is common and many recruiters are scheduling twice as many candidates for in person interviews, in an effort to have a full slate of candidates. This week, Kelly and Steve discuss counter offers and the pros and cons of such a practice. Kelly makes an excellent point that, in her opinion, a salary offer should be non-negotiable, to establish credibility as an employer. This requires organizations to have a well thought out, researched, structured and constantly updated compensation plan. Otherwise, that firm, non-negotiable offer will not be competitive and you risk losing the candidate. When an organization makes counter offers to new hires, or to retain employees who submit their resignations, they should do so judiciously, since it could be training potential and current employees that this is the organizations standard operating procedure. Sponsored by our friends at Haynsworth Sinkler Boyd
July 08, 2021
Marijuana in the Workplace: To Test or Not to Test?
Join Kelly Scheib, Steve Nail and their friends Perry and Chris at Haynsworth Sinkler Boyd as they discuss the laws surrounding marijuana in the workplace and the biggest question of all - to test or not to test?
June 23, 2021
The War on Talent: Creative Ways To Recruit & Retain
Join Kelly and Steve on this week's podcast as they discuss the most creative ways to recruit and retain top talent. Sponsored by Haynsworth Sinkler Boyd
June 07, 2021
How Top Executives See HR & A New Mask Product
Join Kelly and Steve as they discuss how top executives see the HR function and a new (& improved) mask with their friends, Ron Newbold and Richard Hartnett. Newbold has a passion for the professional development of others, creating great cultures, and employing his strategic planning process for business growth in which all stakeholders benefit. A 30+ year veteran of the lighting industry, he has the broad-based, hands on experience from shipping/receiving to having held executive positions at Hubbell Lighting and President of LSI Lighting. He now leverages this experience for his clients through his consulting business, Epitome Services, LLC. Since his time in the lighting industry, he has successfully taken his proven processes to clients in manufacturing, construction, biosecurity, hospitality, and private equity. Ron also holds 9 patents in lighting and has multiple publications, including research in the Consulting Psychology Journal on behavioral safety. He holds a bachelor’s degree from Indiana University and a Masters of Science in Management from Indiana Wesleyan University. Hartnett brings over 30 years of experience in the Hospitality and Vacation Ownership industry with extensive background in sales, marketing, operations and finance. He has been responsible for Vacation Ownership sales revenue exceeding $1B during his career. Currently, Hartnett is the managing partner of Isla Verde Group, in Puerto Rico. IVG is the operating entity that operates and manages the ESJ Azul, ESJ Verde and ESJ Noir. Azul is a 450 room, mixed use ocean front resort, Verde is a new purpose built 105 room vacation ownership project under construction and Noir is a 100 room oceanfront project slated to start construction later in 2017. At completion IVG will have over 650 rooms under its control. Prior to IVG, Hartness served as CEO, board member and shareholder in Festiva Hospitality Group and Zealandia Holdings, one of the largest, privately held Vacation Ownership organizations in the US and Caribbean. As one of the first shareholders of Festiva, he was instrumental in developing and executing the strategy that took the company from 300 members and annual revenue of $300,000 in 1999 to over 100,000 members, 28 resorts, 12 sailing catamarans and annual revenues of over $100M in 2015.
June 01, 2021
Life After Masks: How to Navigate!
Please join us this week as we navigate the ever changing CDC guidance!!!
May 24, 2021
Burnout At Work!!
Podcast Hosts: Steve Nail and Kelly Scheib Standout Quotes: "Burnout has a cost" - [Kelly] "We have leaned our organization out so much that... It's almost like burnout is almost inevitable to a certain degree" - [Steve] "Burnout is real, we should take inventory personally on whether or not we're experiencing it" - [Kelly] "Create a mentorship program; like how often is burnout associated with your inability to talk to someone about how you're feeling?" - [Kelly] Key Takeaways: § To combat burnout, LinkedIn gave all their employees a week off with pay. Kelly shares that as good as it sounds, it may not be the solution to job burnout, and extending the time won't help if they just go back to the rat race. § Steve highlights that in France, the whole month of August is taken on vacation, and he personally struggles with just having a week to rest. § Professions most at risk of burnout include Emergency Response workers, Lawyers, Sales employees, Social workers, Teachers, Accountants, Bartenders, and Managers. Notably, the majority of these professions involve dealing with people. § The cost of Burnout: 63% of people who are burned out are more likely to take a sick day. People who are burned out are 2.6 times more likely to be seeking a different job. 13% of them have lower confidence and performance. 23% of them are more likely to visit the emergency room. § From research, a major cause of burnout includes unfair treatment at work. Another is a lack of role clarity where the workers are performing many different duties without knowing which ones truly fall within their job description. § Poor communication and support from managers, as well as lack of social support also play a role in causing burnout. § How to identify burnout: Have you become cynical or critical at work? Do you drag yourself to work and have trouble getting started? Are you more irritable to coworkers or family? Do you have a lack of energy? Do you find it extremely hard to concentrate? § Steve shares that he tends to experience burnout usually when he senses a lack of control of work-related events or issues. § Managers need to be alert to the signs of burnout, so they can take steps when necessary. This includes giving time off, encouragement, rearranging work, easing workload, changing schedules, e. t. c § Creating a mentorship program is a key strategy to eliminate job burnout, this is because burnout is often associated with an inability to talk to someone about how you're feeling. Kelly shares that this should be the topic of the next episode. Episode Timeline: [00:20] The focus of today's discussion is "Burnout at work". [04:14] Kelly highlights professions noted to be most at risk of burnout. [08:23] The Cost of Job Burnout [12:27] Discussing the major causes of Job Burnout. [14:48] Questions to ask yourself if you think you're experiencing job burnout. [21:46] How do you deal with job burnout? Emails: Kelly@Survivehr.com Steve@Survivehr.com You can find us at: survivehr.com, and listen to us on all major podcast carriers
May 04, 2021
Funniest Interview Questions!
‘SurviveHR’ Podcast Show Notes Podcast Hosts: Steve Nail and Kelly Scheib Sponsors: Haynsworth Sinkler Boyd Standout Quotes: "In HR school, you're taught that your interview questions need to be relevant to the job" - [Kelly] "If you ever have to interview for a job, you should do your research because obviously there are some silly people out there" - [Kelly] "I think it's about seeing how people think in the most creative of ways, and quite frankly, seeing how people react under pressure" - [Kelly] Key Takeaways: In this episode, Kelly highlights some very far-fetched interview questions, with an effort to try to find possible answers. These job-unrelated questions may be asked to see how people think or identify those who might be a security risk. If you ever have to interview for a job, you should do your research because many companies ask hysterical questions. Steve notes that in some cases, it might be a result of boredom from asking the standard questions over the years, or in some cases aimed at exploring the creativity of job applicants. It may also be aimed at observing the reaction of people under pressure. Episode Timeline: [01:20] Kelly shares that for this episode, the craziest interview questions would be highlighted and discussed. [03:40] If you were a pizza delivery person, how would you benefit from scissors? [05:07] Would you rather fight a hundred duck-sized horses or one horse-sized duck? [07:07] If someone gives you an elephant and you can't sell it or give it away, what would you do with it? [07:56] What is your favorite song? Perform it for us now. [09:10] How would you sell hot chocolate in Florida in the summer? [10:46] If you were a crayon, what color would you want to be, and why? [12:15] How would you decide how many windows there are in New York? [15:05] Who would win a fight between Spiderman and Batman? [15:54] What's the funniest thing that's happened to you recently? Emails: Kelly@Survivehr.com Steve@Survivehr.com You can find us at: survivehr.com, and listen to us on all major podcast carriers Sponsors: Haynsworth Sinkler Boyd https://www.hsblawfirm.com/ https://www.scemployersblog.com/
March 29, 2021
Human Resources is Really the Best Profession!
Podcast Hosts: Steve Nail and Kelly Scheib Standout Quotes: "Sometimes Kelly, you need to go back to the beginning, and remember why you went into HR" - [Steve] "I think the most fascinating part of the profession quite frankly is your ability to influence people and lives" - [Kelly] "No news is good news" - [Steve] "When I'm successful, that means something hasn't happened, that's good policy but it's lousy politics, the first year you're applauded, the second year your budget's cut, the third year your staff goes away" - [Kelly] "I think that's a good way to think about the profession Steve, it's a rollercoaster ride and some of us are rollercoaster junkies" - [Kelly] Key Takeaways: § One key benefit of HR is the variability in experiences that come with the job. § Kelly notes that nowadays with HR, it's almost like the less you hear about what's bad, the better a job that you're doing, but you rarely hear what's good. § Steve also describes the innovative and problem-solving aspect of HR. § Our hosts highlight a problem with the perspective towards HR, noting that the only way you get recognized is when something's wrong, and your goal is to make sure nothing is wrong. § Kelly explains that the versatility and multitasking required in HR is an important factor in determining a good fit for it since it mostly involves managing people as a resource and people are complicated. § HR as a profession has been very dynamic over the years especially from the legal standpoint. Steve shares that since he started his profession, over 30 new laws have been made. Episode Timeline: [01:43] Why do we like HR? [04:50] The innovative aspect of HR [05:34] Challenges of working in HR [09:26] Kelly’s rollercoaster description of HR [13:25] Steve describes how dynamic HR has been over the years. [15:54] Visit https://www.scemployersblog.com/for attorneys from Haynsworth Sinkler & Boyd Emails: Kelly@Survivehr.com Steve@Survivehr.com You can find us at: survivehr.com, and listen to us on all major podcast carriers Sponsors: Haynsworth Sinkler Boyd https://www.hsblawfirm.com/ https://www.scemployersblog.com/
March 18, 2021
Is Work Life Balance Real?
Podcast Hosts: Steve Nail and Kelly Scheib Sponsors: Haynsworth Sinkler Boyd Standout Quotes: "The older I get, the more I realize how little I know" - [Steve] "89% of Americans said that in 2020 they've experienced burnout" - [Steve] "I don't think that there is ever a disconnection point between either work or life" - [Kelly] "We put so much emphasis on the concept of balance, but it's really only 'balance' on the work side" - [Kelly] "Give up the fight to try to balance... and realize that they're intertwined and that's okay so long as you figure out when one needs to take priority over the other in the moment that it needs to take priority" - [Kelly] "We don't set boundaries, we're too eager to say 'Yes' to things, we don't say 'No' to enough things" - [Steve] "One of the greatest lessons of writing your eulogy alive is the fact that you have an 'Edit' button" - [Kelly] "But if you know what you're driving towards then your goals reflect what you're driving towards and life doesn't seem so out of balance because you're driving towards something" - [Kelly] "Life is a long race and you need to pace yourself" - [Steve] Key Takeaways: ❏ Work-life balance has different meanings to different people. ❏ Steve describes the impact of Covid19 on the working hours and burnout rate of Americans generally, noting that work-life balance is possible. ❏ Kelly doesn't believe work-life balance is possible, explaining that since both are so tightly intertwined, the idea that each can have a separate time allocated to it is not feasible. A key point of note is that other aspects of life don't stop when you're at work. ❏ Give up the fight to try to balance and realize that they're intertwined and that's okay so long as you figure out when one needs to take priority over the other at the moment that it needs to take priority. ❏ There are things we can do to help be a bit more balanced. One of them is 'Setting Boundaries'. ❏ Understanding that the concept of work-life balance depends on your personal priorities, it is critical that you're honest with yourself and you understand exactly where you want to go and what you want to do. ❏ Sharing a strategy where she asks her clients to write their eulogy, Kelly explains how this puts into perspective the things that really matter and offers the benefit of being able to still edit your eulogy by living your life towards what you want to be remembered for. ❏ People need to understand what is really important in their lives and focus their efforts on those priorities and nothing elsee. Episode Timeline: [01:20] Kelly's shares today is her Birthday. [03:45] Steve's perspective on work-life balance [05:45] Kelly shares her opinion on work-life balance. [15:17] The 'Eulogy' approach to the topic of work-life balance [18:03] What can you do personally regarding work-life balance? Emails: Kelly@Survivehr.com; Steve@Survivehr.com You can find us at survivehr.com, and listen to us on all major podcast carriers Sponsors:Haynsworth Sinkler Boyd https://www.hsblawfirm.com/ https://www.scemployersblog.com/
March 08, 2021
Are you ready for disaster?
Guests: Chad Ayers and Andy Sexton of ProActive Response Group. ProActive Response Group’s founders are well-trained veteran SWAT team leaders, with first-hand experience in hostage rescues and high-risk dignitary protection. Since 2015 ProActive Response Group has trained thousands of individuals how to Survive violent encounters in their workplace, schools, and places of worship. They have trained Fortune 500 companies, Universities, and small locally owned businesses. Chad and Andy founded the company with one goal, saving lives! Sponsors: Haynesworth Sinkler & Boyd; https://www.hsblawfirm.com Standout Quotes: "You wouldn't want the weight of responding to an emergency to rest only on the shoulders of HR.. or one department..it's got to be a shared responsibility if you hope to succeed in responding to an unforeseen emergency" Key Takeaways: ❏ Organizations need to be prepared for everything you can think of, be it a natural disaster or man-made. ❏ There is usually an assumption by new HR personnel or leaders that there are things in place for emergencies but in many cases these plans are outdated. ❏ It is important to note that occurrences of workplace violence are mostly associated with current or former employees rather than random strangers from nowhere. ❏ Focusing on the long-term effects; "Once the yellow tape comes down and you're back open for business, mentally, how many of your staff can walk back into that facility after witnessing such a horrific event?" ❏ The first step if you don't have an emergency response plan is to create a safety committee or emergency response team with a representative from every aspect of your business. This would be the first team to be activated in an emergency. ❏ Key Components of an Emergency Response Plan: Recognizing the emergency early, Dealing with the immediate aftermath of the emergency, and then addressing the effects 3 months after, 6 months after, and a year after the incident. ❏ In an emergency, a certain degree of calmness is required and this occurs mostly when the response plan has been rehearsed over time. Humility in getting an outside overview is important with regards to the emergency plan because in an organization there is a level of tunnel vision and as such, several aspects may be overlooked. ❏ Concerning relatives or close workers of those directly affected, critical steps to plan for include having designated people from the office to deliver news, knowledge of religious preferences, dealing with the media, and trauma counseling. ❏ Chad notes that based on statistics, workplace violence is on the rise. ❏ The challenge to HR leaders: Look at the emergency book, review it and send a message out to everyone in your organization reminding them of one aspect of the emergency response policy that hasn't been discussed in the last 12 months. Episode Timeline: [00:52] Meet our guests for today, 'Chad Ayers' and 'Andy Sexton', who help prepare organizations for disaster. [03:04] What are some of the things in your experiences that organizations need to be prepared for? [05:33] Discussing the long and short-term impacts of a workplace violence issue. [10:20] What advice would you give an HR team on how to manage an emergency response plan after creating one? [11:55] Key Components of an Emergency Response Plan [21:43] What team deals with the family and close co-workers of people that are severely or fatally wounded? [30:11] How to get help with your Emergency Response from Andy and Chad. (Website - proactiverg.com) [30:29] For employment lawyers or business lawyers in general, contact Haynesworth Sinkler & Boyd (www.hsblawfirm.com)
February 19, 2021
How to Set Up Your HR Team for Success in 2021
SurviveHR Podcast Show Notes Podcast Hosts: Steve Nail and Kelly Scheib Guest: Leslie Hayes from The HAYES Approach Standout Quotes: "I have often said that HR is the soul of the company" - [Leslie] "We're trying to provide the workforce that can do the work for the organization... that's our job" - [Leslie] "The best teams and the best coaches are the ones that really understand what talents they have on their team" - [Steve] "Culture is not made at the board room, culture is made at the watercooler" - [Kelly] "Remember this moment.. write down how you feel and write down what you miss because one day we're going to go into an office and you're going to want to be at home... and remember what we've lost in this time" - [Kelly] "HR folks know HR, but HR folks are not effective at real HR until they understand their industry" - [Kelly] "HR's product is the workforce, and the product needs to meet the customer needs, and you can't possibly meet the customer needs if you don't understand the customer" - [Leslie] "As you're setting your HR team up for success.. we can do many things but we cannot do everything, and we can do most things but we can't do them all at the same time" - [Leslie] Key Takeaways: One of the most important things that we can do in 2021 as HR practitioners, is taking a self inventory and having a moment of personal reset. In this period, people need human connection more than anything, and HR practitioners will have to be unifiers. We won't go back to the office the same way but we'll go back. One of the things that HR teams miss, that you should pay attention to if you're setting up yourself for success in 2021, is understanding your industry. You've got to be curious about more than just what's on your plate for the day. The HR person has to know the metrics that drive their particular industry. Kelly recommends certain books as she strongly encourages HR practitioners to engage in as much reading as possible. Using the hero on a bicycle analogy, Leslie describes that the job of HR job includes to hire, engage, retain and offboard personnel, which is carried out using strategies in line with the organization, and tactically implemented with legal parameters. Leslie offers a strategy for every HR leader: Identify 3 things you need to accomplish this year, what you need to do to accomplish those things, and measure your to-do list against that yardstick. Dropping some activities and setting realistic expectations is a really important part of setting ourselves up for success. Books referenced: The Portable MBA in Finance and Accounting by Theodore Grossman and John Leslie Livingstone, PhD Performance Conversations by Christopher D. Lee, PhD The Practical Guide to HR Analytics by Shonna D. Waters, Valerie N. Streets, Lindsay A. McFarlane, Rachael Johnson-Murray CONTACT US: If you want to email us with your comments, questions, or show ideas reach out at: Kelly@Survivehr.com or Steve@Survivehr.com You can find us at: survivehr.com, and listen to us on all major podcast carriers THANK YOU A Special Thank You to Our Sponsors: Haynsworth Sinkler Boyd You can find them at: https://www.hsblawfirm.com/ ; https://www.scemployersblog.com
February 05, 2021
Just Because You Can—Should You? Disciplining Employees for failing to Follow COVID-19 rules outside of work.
Welcome to the first podcast of the 2021 New Year! Today, Steve and I are chatting with Chris and Perry about employees not adhering to CDC rules with the potential to spread COVID into the workplace. Steve asked me this pointed question last week, specifically disciplining workers who do not adhere to CDC pandemic guidelines. We ask Chris and Perry, ‘Can you discipline an employee for going to a party and socializing outside of work?’ Can You Discipline Employees on How They Spend Their Personal Time? Chris has had experience dealing with a similar situation. "It's what got me thinking about an employer who called me about an employee who'd been written up." The case for this particular employer was reprimanding his employee for holding a public party during the holidays for other employees. As a result of this party, there was an outbreak among workers, resulting in an employee's hospitalization. Implementing Policies that Regulate Off-Duty Conduct Perry adds, “If you’re going to take action against employees for parties and social gatherings, it’s good to make sure that this has already been written down in your COVID policy.” Having clearly defined off-limits activities in a written, binding policy is a good step forward to cover yourself as a business entity. Perry adds that if the activity involved others who are not employees if the act is egregious enough, that discipline is warranted. Listen in as we discuss how to police the distinctions between personal activity and employee actions that warrant discipline, the aspect of these policies on employee relations, and how you can use coaching or a warning as an alternative action. Resources Mentioned SC Employer’s Blog Check out Haynsworth Sinkler Boyd Law Services SHRM on the web A BIG Thank You to our Sponsors Haynsworth Sinkler Boyd Check out their COVID-19 Business Resource Center Spread the message of the Survive HR Podcast and share this episode with a friend! ***Disclaimer: All content found on Survive HR Podcast, including text, images, audio, or other formats were created for informational purposes only. Information on this podcast, guest comments, opinions and content are solely for educational and entertainment purposes. Use of this information is at your own risk.***
January 26, 2021
To Vaccinate or Not to Vaccinate- that is the Question??!
This is our final podcast for 2020!!!! Oh - what a year it has been. As we look back on this year marked by COVID-19 we can’t help but be humbled by all we have faced as an HR community. This has really been the year we were thrust into uncharted territory and forced to help guide our organizations through this crisis. As we end the year, we can look ahead with hope of a COVID-19 vaccination. However, as employers, do you mandate vaccination of your employees? How do you accommodate employees who refuse to be vaccinated? The vaccine is sure to provide another sticky complication to an already oppressive pandemic. Please listen in and find some helpful blog posts below from our friends Chris and Perry: https://www.scemployersblog.com/2020/12/should-employers-implement-mandatory-covid-19-vaccination-policies/ https://www.scemployersblog.com/2020/12/eeoc-employers-can-require-proof-of-covid-vaccination-with-some-exceptions/ Finally, as we close this year—we want to thank our SurviveHR listeners for their dedication to our podcast. We sincerely thank you and hope to continue to bring great content your way in 2021.
December 28, 2020
Could Violence Be Lurking?
We are living in stressful times as COVID-19 rattles our world. We have talked a lot about stress on this podcast—but I am concerned that HR folks have taken their eye off of an important ball while navigating the health and business challenges of COVID-19. Statistics show that 70% of employees consider this pandemic one of the most stressful times in their career. What if the stress of this pandemic manifests itself into a violent situation at work? Are you prepared? Do you have the three critical pieces of the puzzle ready to go to address potential violence at work? Listen this week as Steve Nail and I talk with our friends at ProActive Response Group about the increase in violence and how to prepare yourself with three critical steps!
December 18, 2020
New President & Changes to Human Resources! What to expect!
On January 20th, as President Elect Biden is sworn in as President of the United States, many in the Human Resources and Business Community will be watching closely as changes to our existing policies begin to take shape. Listen this week as Steve Nail and I are joined by our friends and Labor and Employment Law experts, Chris Gantt-Sorenson & Perry MacLennan , to discuss likely changes to the rules we know today! While we are certainly being speculative in our assumptions- below is what we expect to see: 1. Expansions of the Affordable Care Act 2. Stricter COVID-19 Guidelines/Increased OSHA Requirements 3. Expansions of paid leave (FAMILY ACT) 4. Friendlier Labor Relations Policies and Programs 5. Reversal of many Trump Era Immigrations Policies 6. Increases to the Minimum Wage 7. Increased anti-discrimination enforcement 8. Stricter Rules on Non-Competes and Anti-Poaching Policies https://www.shrm.org/hr-today/news/hr-news/pages/how-a-new-administration-may-impact-hr.aspx https://hrexecutive.com/covid-healthcare-will-be-top-of-mind-for-hr-with-biden-presidency/ https://joebiden.com/disabilities/ https://www.hrdefenseblog.com/2020/11/workplace-changes-to-expect-under-a-biden-administration-part-i/
December 07, 2020
TURKEY ANYONE? How do we help our employees during this DIFFERENT holiday season?
A season often filled with joy and gatherings will undoubtedly be marked negatively by the COVID-19 virus. How can employers help their employees navigate this different holiday season? This week we are joined by Psychotherapist Leah Marone who gives us great tips for making the best of this season!
November 18, 2020
It's GOTCHA DAY! Celebrating our One Year Anniversary of Adoption!
Today is a special day for our family-- it is GOTCHA DAY! On November 4th, 2019, we had the privilege of adopting our daughters from the foster care system in South Carolina. However, our journey in foster care or adoption would have never been possible without the support of the companies my husband and I both worked for. November is Adoption Awareness Month-- we encourage all HR and Business Leaders to consider how to best support your employees participate in this incredible cause.
November 04, 2020
Politics and Work...dangerous combination!!
Election Day is exactly one week away and contentious conversations are among us! How do you manage politics in the workplace??? How do you ensure civil behavior in less than civil times!!
October 27, 2020
You were going to exercise anyway??!!
What if you could feed a child while walking around the block? Would you walk around another lap? What about donating to cancer research in honor of your mother while taking a jog? Would you run a little farther? This week, Steve Nail and I teamed up with the greatest organization, Charity Miles, to talk about their incredible app that was developed to help people convert exercise into charitable giving!! You may be thinking- what does this mean for the business world? Listen in this week as Steve and I dig deeper to understand the win-win of this great organization!
October 21, 2020
How to advance your own career? No one else is going to do it for you!!
How do you navigate your career development? How do you push to grow within your organization.? Listen this week as Steve and I discuss this important topic so many have asked us about!!
October 05, 2020
Is it okay to say NO?
Listen this week as Steve and I discuss the power of the word "No" and why it is so hard for us to use sometime?
September 22, 2020
When I grow up, I want to be in HR!
Why did you join the HR profession? Listen to Steve and Kelly this week discuss why people should go into HR and why some people should stay away from the profession!
September 08, 2020
How do employees legally work from home?
We are back with our 2 favorite attorneys Chris and Perry!!! We sent our employee to work from home in a hurry a few months back-- now we need to think about the legal implications!!
August 25, 2020
What are parents supposed to do now??!
As the world starts opening....one thing that complicates the situation is school for children!! It begs the question...what on earth are parents supposed to do now????!!!
August 19, 2020
Are you allowed to be vulnerable at work?
Are you allowed to be vulnerable at work? What are the risks?? What are the rewards??
August 13, 2020
Early Career Professionals-- this one's for you!!!
Listen in this week as we discuss how early career professionals can make a big splash in the workforce!
August 05, 2020
What Do CEOs Want From HR?
On this week’s Survive HR podcast, Kelly and I sat down and spoke with two CEOs regarding their opinions about what traits great HR professionals possess. The major criticism of our CEOs is the same as that of the CFO, lack of business knowledge. I sense a theme here, don’t you? Two of the most important corporate positions, that probably have significant influence on your career progression, think you need more business acumen. Every HR professional that cares about being their best must determine how to acquire business/financial acumen. One easy way to grow your knowledge of the business is to ask those in the various business roles you interact with about their areas. Specifically, what are their most pressing business challenges, what they envision for their areas going forward, what the competition is doing differently, how they are impacted by other functions in the organization, both positively or negatively, etc., etc.. I’ve actually asked these types of questions throughout my career and found every single person not only willing to share their knowledge, but happy to do so. It also helped forge relationships and trust that I was truly their business partner. You can also take courses to help improve your business acumen, or read books on business like “Finance for Dummies”. Our CEOs appreciated the HR knowledge and interpersonal skills most HR professions brought to the table. They also appreciated HR professionals that are not afraid to push back when they believe the organization, or the CEO, is making a bad HR related decision. Both recognized that pushing back takes strength and confidence that many lack. HR is arguably the most important function within organizations, and truly makes a difference in how profitable, how sustainable and how well regarded the organization is, long term. That being said, be proud of the role you play, the difference you make and continuously make efforts to improve your skill set, including your business acumen. As always, Kelly and I appreciate you listening to our podcast and reading our blog. You are the reason we do what we do. If you ever need help, we are available for coaching, consulting, training and speaking engagements. All the best!
July 28, 2020
This podcast is the most vulnerable podcast we have ever done! We discuss the concept of purpose, life, and the role we play in it all!! Thank you for listening!!
July 22, 2020
Why CFO's hate HR?
Unless you have lived a very blessed HR life, you have, from time to time, had difficulties dealing with your CFO. Is it just that CFOs are mean and nasty people? Perhaps, but have you ever thought that there might be legitimate reasons that HR does not always get along with their CFO? The CFO has to answer to not only their CEO, but to the organization’s Board of Directors, Investors, and Stock Market Analysts. A CFO has no room for error when representing the financials of the organization. On this week’s podcast, Kelly and I discuss how HR can better work with their CFO, with our guest, Dr. Kimberly Whitehead, who served as a CFO for Newell Brands, prior to going into academia. According to Dr. Whitehead, most HR professionals she has worked with do not understand the business, or basic financial principles. Often, when advocating for programs the HR department has no real idea the costs or the return on the investment (ROI) of those programs. An estimate by HR on the costs and ROI of an HR proposal is simply not going to cut it with any CFO. So, should HR professionals just resolve that their CFO will never like them? No! Be proactive. If you are working on an HR program, get the Finance Department involved early on in the discussions, so they can help you in the financial analysis. If you don’t feel comfortable in the area of finance, ask if there is someone in the Finance Department that will help you better understand things like the budget, balance sheet, income statement, forecasting, insurance costing, bonus and long term incentive planning and costs, to name a few. If no one is willing to help you within the organization, take a class, or just research “understanding finance”, or similar terms on the internet for some free help. HR and the CFO can be great allies, with just a few modifications in approach and a little relationship building. As always, Kelly and I appreciate you listening to Survive HR. Please tell your friends about the show and please go on iTunes and rate us.
July 14, 2020
Change the World- Do Your Part!
PART 2 is here!!!!! Listen this week as we discuss the unfortunate levels of injustice that plague our nation and our role as business leaders to change the world for the better!!!!
July 07, 2020
HUGE!!! SCOTUS LGBTQQIA RULING!!!
The United States Supreme Court ruled on June 15, in a 6-3 decision, Bostock v. Clayton County, that Title VII’s prohibitions against sex discrimination in the workplace protects gay, lesbian and transgender employees. Justice Neil Gorsuch, who wrote the majority opinion, concluded that the term “sex” in Title VII applies to one’s identification as LGBTQQIA, writing, “An employer who fires an individual for being homosexual or transgender fires that person for traits or actions it would not have questioned in members of a different sex. Sex plays a necessary and undisguisable role in the decision, exactly what Title VII forbids.” Now that there is clarity on this issue, employers must make sure their policies, practices and training includes awareness of LGBTQQIA legal obligations and protections. While there will most likely be future cases regarding ancillary issues, such as bathroom/shower privacy and religious beliefs, there can be no question that those in the LGBTQQIA community are protected by federal law and cannot be discriminated against. Even without this decision, most in the field of HR Management have long practiced and pushed their organizations to treat everyone, regardless of their sexual orientation, with the same respect, fairness and equality, as anyone else in the workplace. This is one of the reasons Kelly and I are proud to be HR professionals, HR is generally on the cutting edge of positive social change and inclusiveness. Thanks for listening to Survive HR and please let us know if we can be of service to you in any way.
June 30, 2020
Ready or Not, Back to the Workplace We Go!
Wow, can you believe that many of us have been working from home for 4 months! Some like it and some hate it, but regardless of what you think of working from home, businesses are reopening all across the country. Many employees are fearful and with an uptick in COVID-19 cases over the past couple of weeks, rightfully so. So how should employers reopen? What precautions should they take? What if employees refuse to return to work? These questions present employee relations issues in addition to a myriad of legal questions. From an employee relations perspective, employers need to make sure employees feel like the employers care about them, specifically that the employer is watching out for their safety. To help employers with doing this, OSHA form 3990, COVID-19 guidelines and the CDC recommendations should be followed. Legally, an employer is required to put in environmental and operational controls, including rating each job from low risk to high risk. Depending on the level of risk, employers must then provide the appropriate Personal Protective Equipment (PPE) and have proper protocols for addressing sick employees, or those exhibiting symptoms of COVID-19. Contracting COVID-19 from the workplace may very well result in valid claims of Workers Comp, depending on the state where the business is located. What about employees who refuse to come to work? This is a major concern for many employers, with whom Kelly and I have contact. Depending on the reason for the refusal, an employer may have a duty to accommodate. More importantly, employers should consider what they can do differently to accommodate employee’s needs, personal or otherwise, to create a more content, engaged and productive workplace. Please join us on this week’s Survive HR podcast, as our friends from the law firm of Haynsworth, Sinkler, Boyd, Chris Gantt-Sorenson and Perry MacLennan address these and other issues related to safely and legally getting employees back to work following the COVID-19 quarantine. Thanks again for listening to our show! We appreciate you all more than you will ever know.
June 16, 2020
How are you?
A few weeks ago, we had the privilege of recording a podcast episode with Nika White. Nika is just a fantastic person! She is a speaker, writer, and Diversity and Inclusion influencer. We recorded a meaningful episode about what companies should do during this pandemic as it relates to Diversity, Equity, and Inclusion. It was great, and I hope you listen. We began our episode by Nika asking a simple question of both Steve and I. She asked, how are you? What a simple question? However, how often do we ask that question, never truly taking the time to listen to the answer? The podcast continues as we discuss meeting our employees with Empathy and Compassion during this insane time. How true that seems today! On the heels of yet another tragic death, and a nation suffering from not just a pandemic but from decades of injustice, discrimination, and inequality, have we stopped to ask our employees this simple question? Once asked….listen! Steve and I are grateful you have taken time today to listen to our podcast. This is an important topic and one that deserves significant time and attention. I hope you stop today and ask your family, your friends, your employees—how are you?
June 09, 2020
The Secret Blessings of this Crisis!
The news is a scary thing these days! The COVID-19 crisis has led to many freighting days and anxious nights—we are all scared about the health of ourselves and those we love, and the economy is on a tailspin down! However, every day a story seems to bubble up that shows just how amazing humanity can be in the face of this pandemic. So today friends, instead of writing to you about the Human Resource function, I am instead going to link several great stories—happy stories—blessings! I hope you enjoy them as much as we did! Remember- blessed people, bless people! Please be sure to use this time to help spread joy and blessing to those less fortunate.
May 26, 2020
How to Communicate During COVID-19
Human Resources and business, in general, have been forced to change the way they communicate with their team members. The communication, in some instances, has gone from face-to-face to virtual, or socially distant and behind a mask! However, contact with our teams has never been so necessary- in whatever form it takes. This week on SurviveHR, we interview our friend and accomplished author, speaker, and communications leader Deb Sofield. She is a wealth of knowledge, and I hope you listen in! Her main message is to follow the three “C’s” of communication—be clear, be concise, and be consistent! In these changing days, we must also, according to Deb, add a few more necessities to our communication, “be empathetic, be compassionate, and be human.” We have been tasked with over-communicating the COVID-19 message, from work from home, to CDC regulations and business policies! How we do that is critical to our success as a business and essential in the way our employees view us. According to Deb, “If you don’t communicate, people will speculate.” That is a fantastic phrase given to us by this expert, and it could not be more accurate. Our employees are desperate for communication from leadership and HR, and we have to keep them in the know daily, even if the news isn’t positive and especially during this crisis! The world has changed and won’t ever look the same, and how we communicate must change as well! Steve Nail and I are so very grateful that you have chosen to listen to our podcast! We know you have many options when it comes to how to spend your time and we are so happy you have chosen to spend it with us!
May 19, 2020
How to SHOW UP when you don't have to SHOW UP
COVID-19 has forced those who normally work in an office every day to transition to a work from home set-up. I firmly believe this will be our reality of sometime and even after this COVID-19 pandemic is behind us, there is a strong likelihood that this pandemic will shift the way business is done forever.
May 12, 2020
Making Lemonade Out of Lemons
Businesses, just like people, can be either positive or negative. Sure, there are lots of things that we can legitimately point to that are negative due to COVID-19 and the effect it is having on physical health, families, mental well-being and the economy. However, we as individuals, families and businesses have a choice. We can sink into depression and feel sorry for ourselves, or we can find the good in this situation and use this time to better ourselves, our relationships with others and our businesses. There are many things we cannot control, but the one thing we can always control is our attitude. Since you cannot travel, use this time at home to eat healthier foods, take walks, runs or bike rides to clear your head and de-stress. Solo exercise is also a great time to think and be creative. Take time at meals to talk to your spouse and children about their hopes, dreams and aspirations. Tell your children about things you did as a child that really made positive differences in your life and what you wish you had done differently.
May 05, 2020
How to Terminate an Employee in the Day of COVID-19
Recently released federal government statistics indicate there have been 26 million employees enter the ranks of the unemployed over the past 6 weeks. Added to that, schools are closed and parents are now having to “home school” their children. We are in close proximity with, and spending much more time, with our family members. The stress, anxiety and lack of control is overwhelming for some. So why do we not take precautions to protect employees as we conduct mass layoffs, furloughs and flat out terminations?
April 28, 2020
Mental Health and COVID-19
Fever, shortness of breath, flu like symptoms is what we hear are the symptoms of COVID-19. However, this virus has a hidden impact that is plaguing our society and needs attention. This impact of quarantine and the anxiety caused by COVID-19 have caused a mental health tsunami. As an HR professional, I feel smacked in the face by the title wave of information and fires that we need to deal with daily. We are also tasked with ensuring our employees are okay during these challenging times. How do we manage it all!?
April 21, 2020
How Should HR Behave During this COVID-19 Crisis
These have certainly been interesting times for the Human Resources Profession. We were faced almost overnight with a pandemic that forced us to consider how it is that we work and react instantly to the changing world!
April 14, 2020
What you need to know about getting financial help during COVID-19
This week's episode discusses stimulus packages, how businesses can apply for loans and other key information to help navigate COVID-19.
April 02, 2020
Dating in the Workplace
It's true that "everything you do is a representative of who you are." Tune in to see how dating and fashion choices in the workplace can impact your career. We even feature a firsthand account of dating in the workplace that you don't want to miss!
March 31, 2020
More Money, More Money, More Money! How to Negotiate your Salary coming out of School!
Obviously, we are not in times where walking up to an employer and asking them for “More Money” would be a smart move! The COVID-19 crisis has screeched all hiring and businesses to a halt. It will be interesting to see what the world will look like at the other end of this crisis. It will be particularly interesting to see what the economy looks like! This episode is geared to those just coming out of school, or new in their career, and we try to answer the question of “How do I negotiate my salary?”
March 24, 2020
Active Shooters in the Workplace and Learning How to Survive
According to a 2016 report by Everbridge, “69% of workplaces view an active shooter incident as a top threat, but 79% of organizations responded that they were not prepared for this level of threat.” On this week’s podcast, we are joined by our friends, Proactive Response Group, to learn more about how to take a survivor’s attitude during the unfortunate act of a workplace violence incident.
March 17, 2020
HR Technology Trends and Landscapes
It's no secret that we live in a technology driven age, especially within the business world. In this week's podcast, our guest Kelly Prange discusses her role at Gallagher, the most popular technology systems, the importance of implementation of technology and everything in between.
March 10, 2020
The Coronavirus Trickles into the HR World
The Coronavirus is clearly a topic on every news source right now. However, most people may not know how this effects the HR world. This talk features professionals who speak on modifying paid time off, prevention methods, and pre and post travel tips to help people navigate through this new outbreak.
March 04, 2020
This week we are keeping things light-hearted. If we could write a book, these HR stories would make the cut. We discuss awkward and comical situations we've encountered and even share the outcome. This episode offers enough entertainment for everyone!
February 25, 2020
Unfortunately, today’s society is more uncivil and unkind than I can ever remember. It seems that people’s differences are being accentuated and instead of appreciating those differences and the richness they might bring to an organization or community, they are mocked and despised in many cases.
February 18, 2020
What is Employee Engagement? Do you know?
Employee Engagement is one of the most monitored and discussed human capital metrics today. We are told that in order to be a strategic partner to the organization, we need to engage our employees. However, what does that really mean? We throw countless hours and dollars at the concept of employee engagement, but do we even know what we are measuring. Have you ever seen an organization that truly has won this battle and has an engaged workforce, or are we all still fighting the battle?
February 12, 2020
Saving Drake and Vivian
When Steve Nail and I began the SurviveHR podcast, we expected our episodes would cover Human Resources related topics. However, this one is different- this one will cover just the Human side.
February 04, 2020
HR Laws to Look Out for in 2020
Well it’s that time of year again, Election Time. That’s both good and bad. It’s good in that very few federal laws will be moved through Congress and it’s bad because we will have to hear thousands of campaign commercials, from now until November. So from a federal perspective these are bills that may have legs in 2020:
January 28, 2020
How to Successfully Craft Your Personal Brand?
Branding has been important for many years with products. Think about iconic brands like Coke, Apple, Nike, Rolls Royce and Gucci. Today however, your personal brand is just as important in your career and personal life as the image is to those iconic brands. So what is your personal brand? Are you a Ferrari or a Yugo? When people think of your name, of YOU as a person, what comes to mind? What do you want to come to mind? Having the right personal brand is extremely important for the achievement of your personal dreams, career objectives, and public perception. So how do you develop a personal brand? You must first understand that there are 5 basic human motivations.
January 21, 2020
How can Transformational Human Resources Improve Your Business?
What is “Transformational Human Resources?” If anyone has the answer to this question, they should immediately email me and let me know, because I very much would like to know. As Human Resources practitioners, we strive for the answer to this question because we are looking desperately to fix something. We are pulling at anything we can grasp to transform something we consider broken. Is HR broken? Or have we just made it more complicated than we need to?
January 16, 2020
A New Year, A New You
Well it is that time of the year again. As we usher in 2020, it is time to think about resolutions, even though most don’t make them and those that do, don’t keep them. I remember several years ago sitting down and thinking about every aspect of my life and then setting one goal in each area. I wrote them down and looked at them every week. It was one of my most productive years ever.
January 07, 2020
Survive HR Conference #2
This week we bring to you the second part of the live podcast of the Survive HR Conference in Anderson, SC.
December 17, 2019
Survive HR Conference #1
This week we bring to you the live podcast of the Survive HR Conference in Anderson, SC.
December 11, 2019
The Supreme Court and the LGBTQQIA Question
We’ve been hearing a lot about the LGBTQQIA community the past several years as more and more arguments are made that those who fall into this group are protected by Title VII’s prohibitions against sex discrimination. Several lower courts have split on whether Title VII’s provisions include protection for LGBTQQIA members. The Supreme Court heard arguments regarding this issue on October 8, 2019 and it was unclear as to how the justices were leaning.
December 03, 2019
Is There a Chaplain in the House – Should there be?
Today we live in a Post Christian society even though 65% of Americans profess to be of the Christian faith. Back during the Industrial Revolution and even into the 1960’s it was commonplace for chaplains/ministers to provide advice and counsel to employees at the worksite. It was, in effect, the earliest form of an Employee Assistance Program. However, since then almost every organization has abandoned corporate chaplaincy programs, in favor of EAP programs, which have a broader offering of services and should not be offensive to people who have other or no religious beliefs at all.
November 26, 2019
Recharging Your Battery! How to manage Stress!
I vividly recall the day an employee walked into my office, a man 25 years more senior than myself, with tears in his eyes, begging me to take his name off the layoff list. That was 11 years ago, and something that still haunts me. The beginning of my career as an HR Manger started with the Great Recession where I gained amazing amounts of experience in terminating seemingly excellent performers and praying that they would be able to feed their children in a time when no one was hiring.
November 20, 2019
From HR to President of the Company
Have you ever wanted to be the President of your organization? Have you ever believed it was possible for you to go from an HR position to the Presidency? How would someone actually ever do that? Actually, there are more and more Presidents of corporations coming out of HR, primarily due to their soft skills and understanding of how to negotiate and reason through the myriad of business issues, many of which have their roots in personnel related matters.
November 12, 2019
Active Shooters in the Workplace and Learning How to Survive
According to a 2016 report by Everbridge, “69% of workplaces view an active shooter incident as a top threat, but 79% of organizations responded that they were not prepared for this level of threat.” On this week’s podcast, we are joined by our friends, Proactive Response Group to learn more about how to take a survivor’s attitude during the unfortunate act of a workplace violence incident.
November 05, 2019
Spooky HR Issues
Its Halloween, and many of you are enjoying the festivities at work. This episode will talk about ways your company can have fun during Halloween, but do it in the right way from an HR perspective.
October 29, 2019
Should Traditional Thinking Regarding Marijuana and the Workplace Go up in Smoke?
For the past 50 years, the debate has raged regarding whether marijuana should be legalized. I remember writing a paper on this topic, while in college, many years ago. Today, while the issue continues to garner discussion, 46 states have passed laws either legalizing the use of medical marijuana, recreational marijuana, or both. 66% of Americas favor legalizing marijuana, according to a recent poll, and both federal and state governments stand to benefit significantly through the taxation of marijuana products. There is little doubt in my mind that one day we will see every state legalize the use of medical marijuana and perhaps the federal government legalize its use in one or more forms. However, as of today, marijuana is still a prohibited drug as far as federal law is concerned.
October 22, 2019
Veteran Hiring that Works
Military Service to our country is not something to be taken lightly. These brave men and woman sacrifice incredible amounts of themselves in the name of protecting our nation, however when their service is up, and they rejoin the civilian workforce, they can struggle to find meaningful work. It is a staggering fact when you realized that 95% of veterans are filtered out when applying for jobs online. The resumes of these men and women have leadership, teamwork, triumph over adversity, performance under pressure, and accelerated learning, written all over them. If a veteran does make it through the applicant tracking systems, less than one percent of hiring managers have any military knowledge to be able to understand how a veteran’s skills fit into their organization.
October 15, 2019
Save on Healthcare: What Your Organization Can Do
Do you get a sick feeling in your stomach every time you have to prepare for benefits selection or plan design/renewal? Over the past 10 years, healthcare costs have risen on average 4.15% per year, according to Mercer. This average increase would be more had employers not made a number of plan changes, the most common of which have been raising deductibles and offering less generous plans. Smaller employers have seen a much higher percentage increase than large employers.
October 08, 2019
Blowing up the Annual Performance Review
I think everyone has seen the trailer to a scary film, where the dark music plays and you just know that at any second, something very frightening is going to jump out and startle you! Do you have those moments in HR? I do! My heart sinks every time I see mail on my desk from the EEOC, because chances are, they aren’t sending me a letter to wish me a good day! Checkout our podcast below with Matthew Floyd.
October 01, 2019
Why Internal Recruiting Works
Today there are many options when it comes to recruiting and there is not a one size fits all approach. Depending on the size of the particular HR department and the number and types of hires needed each year, you may not need a dedicated, experienced, recruiter in your organization.
September 26, 2019
How I Balance My Life as a Working Mama
I am a working mother of 5 children aged 10 and under. When I figure out how to balance my life as a working Mama, I’ll let you know! However, below are a few tips and tricks that I use to help me balance my busy day!
September 26, 2019
What Top Leadership Wants From Their HR Department
I frequently mentor young to mid-career HR professionals, most of whom invariably ask me how they can advance their career to the highest levels. As with most subjects lacking mathematic or scientific definitiveness, this question could have a myriad of responses depending on who responds. However, in my opinion, the best way to advance your HR career is to exceed the expectations of the decision makers within your organization. Here’s how to achieve this.
September 11, 2019