This post will conclude a series on Twelve Lessons I Learned or Re Learned this Year. These final two are lessons that I am reminded of often. Within these two, I find challenge and reward.
[ Read More → ]HR is full of different roles and responsibilities and there are a ton of buzzwords that we love to throw around in organizations. We also love to use creative titles for people in HR. Companies do this for a variety of reasons, but mostly is a marketing campaign. We need some good marketing in HR, but we also need to realize the best marketing is providing a service that people want and need. Results happen and a key to HR success is tying all that activity we do to business impact. Below are some of lessons I was reminded of this year tied to the importance of HR and what we do. There a few buzzwords and rhymes thrown in for fun.
[ Read More → ]This is installment two of a blog series about lessons I learned this year. Most of the lessons were just reminders of things that I learned awhile ago, but 2011 served as a as a year to be reminded of them. Below is a list of three more lessons all dealing with change.
[ Read More → ]s the year comes to a close and I begin to reflect on the previous twelve months, I realize as adults we are always learning and re-learning important lessons. Many of the lessons I learned this year were simply reminders of lessons learned years ago. Below is the beginning of my list and will serve as part one for the Twelve Lessons I Learned (or Re-Learned) This Year blog series. These lessons are universal in many areas of life.
[ Read More → ]However, the most important message he sent, “When the store employees fail to do this one thing (insert most important loss prevention topic), FREAK OUT; but don’t FREAK OUT all the time. Only on the big stuff.”
[ Read More → ]How often does this very notion go on in your organizations? When was the last time you tried to sell your employees on some magic? Surely you can think of time when you spun the message to sound more positive or left out some details in a communication. Eventually like the kids, they will figure it out. However, unlike the kids, they can leave. Or they can stay and offer just a little more effort and put in a little less time.
[ Read More → ]In my last post, I discussed the positive effects of gratitude. During this time of Thanksgiving, it is easy for us to be thankful for the things in our life that we love and enjoy. However, how often do we show gratitude and give thanks for the things that were difficult for us or for things that were unpleasant? It reminds of the commonly used notion of Feedback as a gift. As much as it is, it can be hard to realize it when the gift you are receiving is negative or unflattering.
[ Read More → ]Last November in honor of Thanksgiving, I discussed the need to practice gratitude in a post. Studies on gratitude show that people who practice it have lower levels of stress hormones in their blood, are in better physical health, sleep more and are happier (The Positivity Company). And while these benefits of gratitude affect the practitioner of gratitude(sometimes referred to as one having a gratitude attitude) they also have an impact on the receiver of the practice. As mentioned in my post last year, it creates a win-win. In HR we are often looking for the win-win and we spend hours trying to figure out ways in which to create it and build it into our cultures.
[ Read More → ]n the early days of my retail career, I knew I had reached the ultimate level of success, when I could leave on vacation and return to no other messages than, “welcome back.” See before I reached this point, I would come back to work (most of the time a day or two early just so I could what was really going on in my absence) and there would be a long list of things that I needed to handle; there would be all kinds of things ranging from angry customers, to incomplete projects, to a dirty store. Somewhere after years of getting frustrating by this, I figured out how to engage and develop a team of employees to give whatever was needed to get the job done. Up to that point, I had always been really good at setting expectations and keeping people focused at work while I was there, but what happened when I left?
[ Read More → ]In this journey we are taking our differences aren’t negatives. They have made us a better team. Understanding that differences make a stronger unit or team is an often missed concept in many organizations. People like to be around the like-mined individuals and people often hire those who are more like them. However, failing to work in a group with members who compliment your areas of opportunity means your team is weaker than it could be. Don’t get me wrong, the foundational stuff has to be the same. If it is, then it will override the little stuff and comprise and compliment will result in a perfect match.
[ Read More → ]
Sheri Mazurek is a training and human resource professional with over 15 years of management experience, and is skilled in all areas of employee management and human resource functions, with a specialty in learning and development. [Read more ...]Provided by
