Print Page   |   Contact Us   |   Sign In   |   Register
HR Blog
Blog Home All Blogs

Stress in a Time of Urgency

Posted By Leslie Mizerak, Thursday, September 7, 2017

 

I am writing this blog post in the midst of hurricane prep in Orlando (Hurricane Irma).  As an executive coach, I have been checking in with my clients to support them with their strategies around communication, safety, and business response - before, during, and after the storm. 

 

The thing that has surprised me most as the storm nears is the need for support around stress levels. And it’s not as much about my clients’ stress, but instead how they can best support the people around them.

 

How does this matter to you HR professionals?  It matters a great deal because during times of urgency (like a storm, M&A, re-organization, etc…) stress levels elevate and you are often asked to support the needs of others.

 

There are a few things you can do to support others needs

  1.  Listen actively to understand what people are saying (helps you to answer the correct question)
  2.  Don’t do tasks for them, give them the tools to do it themselves 
  3. Instead of answering the question, ask them to answer it for themselves
  4.  Help them prioritize their requests or needs

 

What can you do to take care of yourself during times of high stress?

  1. “Teach others to Fish” (see 2&3 above)
  2. Say “No” when appropriate (prioritize for yourself)
  3. Take a few minutes now and again to breathe deeply, fully take in the air, let it fill your lungs and exhale slowly - do this a few times
  4. Walk or move around, don’t just sit at your computer; do some stretches
  5. Write things down that you want to remember; at times of high stress we tend to forget things
  6. Take care of yourself - if you don’t, you’ll never be able to do 1-4 above!

Be safe in the storm (be it a hurricane or just a busy season at work)

 

Leslie Mizerak

Communications Director – GOSHRM

communications@goshrm.org

Tags:  HR  Leadership  Listen  Storm 

Share |
PermalinkComments (0)
 

A sunny future for job growth could cast a dark cloud on employee retention

Posted By Tracey Delay, Account Executive, Halogen Software, Monday, June 8, 2015

A recent article in the Orlando Sentinel predicts good news for job seekers, “The Great Recession is not quite forgotten in Central Florida, but 2015 is all about growth, and the Orlando area is a star in the state forecast for jobs.”[i]


While the future looks bright for anyone seeking employment, company leaders might be looking at the situation in an entirely different light, specifically how to compete for and retain top talent.

 

Keep the talent you’ve got

A growing job market could drive members of the workforce to start looking beyond their current company for new opportunities. Departures can also be costly in terms of company moral, employee engagement and productivity. According to the Human Capital Institute, the cost of losing good talent is 1.5 times the salary of the employee to be replaced.[ii]  And when employees walk out the door, so do their skills, experience and corporate knowledge.

So what is the answer to competing in a competitive job market? Focus on keeping the great employees you already have satisfied, engaged and loyal.

Here are just some of the ways your organization drive higher employee retention.

 

1. Get to know what's important to your employees

To retain employees, managers need to know what's important to each individual and work hard to remain an "employer of choice" for them.

To do this effectively, managers need to develop strong working relationships with all their employees, and stay attuned to individual motivations, passions, frustrations, and even their dissatisfactions. A good way to do this is to hold regular one-on-one meetings. Then, managers need to work with each employee to address working issues that could impact retention.

 

2. Adopt best practices in talent management

Ensuring your managers are familiar with and actively engaging in talent management best-practices is one of the best ways to retain valuable staff. Talent management programs help ensure you hire the right people from the start, then give employee get the direction, feedback, development and recognition they need to not only perform, but also continually develop and succeed.

 

3. Track your organization’s turnover metrics

One of the best ways to put an effective employee retention strategy in place is to track your turnover metrics by segment. By examining turnover data by location, department and level, you can identify trends, uncover root causes and take appropriate action. You also need to segment your turnover data by employee performance or value. Turnover of low performers might be a good thing for the organization. However, you don’t want to be losing an inordinate number of high-performing, high-potential employees, or even a large number of your solid and stable performers.

 

4. Conduct stay interviews

You’ve probably heard of exit interviews, but are you familiar with stay interviews? Having stay interview conversations can be a great way to help increase employee engagement and productivity. Stay interviews can be held formally and informally, and build trust and open the lines of communication between managers and employees. This provides managers with another avenue to build a positive employee-manager relationship by focusing on what motivates employees and keeps them committed to the organization for the long term.

 

And one final note

Having a good retention strategy can benefit organizations in another significant way. You’ll not only be successful in keeping the talent you have, you will also appear more attractive to candidates looking for jobs. And that can work in your favor — especially in a competitive labor market.

Author Bio

Tracey Delay is an Account Executive at Halogen Software. As a Certified Human Capital Strategist, Tracey brings a wealth of knowledge, experience, and skills to the table, working with clients to transform their employee performance and talent management processes from an administrative burden into meaningful, results-focused programs that are aligned with business objectives.

Halogen Software offers an organically built cloud-based talent management suite that reinforces and drives higher employee performance across all talent programs – whether that is recruiting, performance management, learning and development, succession planning or compensation. With more than 2,000 customers worldwide, Halogen Software has been recognized as a market leader by major business analysts and has garnered the highest customer satisfaction ratings in the industry.



[i] Brinkman, Paul. “Job expansion expected over the next three years”, Orlando Sentinel, January 18, 2015. http://www.orlandosentinel.com/business/os-cfb-orlando-florida-fast-job-growth-2015-story.html

[ii] Human Capital Institute, “Retain Your Employees Before You Hire Them: Looking Beyond the Resume and Understanding the Individual”, October 22, 2014.
http://www.hci.org/lib/retain-your-employees-you-hire-them-looking-beyond-resume-and-understanding-individual

   

All content provided on this blog is for informational purposes only.  The opinions expressed herein are solely those of the authors of the blog entries and do not constitute the opinions of either the Greater Orlando Society for Human Resource Management (“GOSHRM”) or any of its officers, directors, representatives or members.  Neither GOSHRM nor any of its officers, directors, representatives or members make any representations as to the accuracy or completeness of any information on this site or found by following any link on this site.  Neither GOSHRM nor the other persons listed above are liable for any errors or omissions in the above-mentioned information or for the availability of such information, nor are they liable for any losses, injuries, or damages arising from the display or use of such information.  These terms and conditions are subject to change at any time with or without notice.

 

Tags:  halogen  talent 

Share |
PermalinkComments (0)
 

Social Media: The Way to Brand Yourself, Get Noticed, and Get Ahead

Posted By Bridget Brennan, Wednesday, November 5, 2014

As promised, I’m back and excited to follow up with you on how to enhance your social media brand. As you may recall, my first Blog post covered what a personal social media brand is and why it’s valuable. In case you haven’t had a chance to read the post, I will summarize for you: Personal branding is essentially the practice of selling yourself and your value to the online community, which is important because this brand could be your first or only impression to those who matter. In order to achieve a strong, memorable social media brand, I encourage you to follow a three-step approach: Define It, Earn It and Promote It. Now that you’re caught up, let’s get started on Step 1:

 

Step 1: Define Your Brand

Define what you want your online personal brand to be. Begin by asking yourself: What are you passionate about? How do you want to be perceived (or dare I say labeled as) by your audience? What do you want to be remembered for? What talent, experience and knowledge do you possess that you want people to associate with you?

Next, think about words that you want to be linked with your brand. For example, when you think of Oprah Winfrey, you may think of “media mogul”. When you think of Steve Jobs, you may think of “innovation”.  If your list of words seems short, find the LinkedIn profiles or online biographies of those you want to emulate. More than likely, you will find several fitting words that ignite your creativity.

Lastly, craft your tagline. Think of your tagline as a sound bite summarizing who you are and what you have to offer. For example, take one of the 10 HR professionals on HRE’s 2014 “List of HR’s Most Influential”, Naomi Bloom. Bloom is a Managing Partner at Bloom & Wallace, but she strategically brands herself as a strategic advisor, market influencer, blogger and speaker for HR technology. Bloom could brand herself as a managing partner at Bloom & Wallace, but unless you are familiar with the company, you might not know that she is an expert in HR tech. Another example is William Tincup, one of The Huffington Post’s “Top 100 Most Social HR Experts on Twitter”. Tincup could easily brand himself as the CEO of Tincup & Co. That’s a pretty hefty title, eh? Instead, he brands himself as a leading thinker on social media application for HR (no surprise here) and expert on adoption of HR technology. Tincup, like Bloom, brands himself not for what he does, but for the value he provides to the HR community.

The process of defining your brand is not a swift one; you will need to perform self-reflection and assess your career aspirations. Once you feel that you have formulated a strong brand statement, test it out with colleagues and friends. Ask them if they believe your statement is a true manifestation of you or if they would describe you differently. You may have to tweak your statement several times, but the final product will be unique and true. Only then will you be able to move forward to Step 2: Earn Your Brand. That said, check back on the Blog for my next post!

 

~Bridget Brennan

 

References:

  

Photo Credit:

Brand You: Communicating the Value of Your Personal Brand, American Society of Interior Designers. http://icon.asid.org/index.php/2013/08/02/brand-you-communicating-the-value-of-your-personal-brand/

  

Bridget’s Bio

www.goshrm.org/member/bridgetbrennan1


All content provided on this blog is for informational purposes only.  The opinions expressed herein are solely those of the authors of the blog entries and do not constitute the opinions of either the Greater Orlando Society for Human Resource Management (“GOSHRM”) or any of its officers, directors, representatives or members.  Neither GOSHRM nor any of its officers, directors, representatives or members make any representations as to the accuracy or completeness of any information on this site or found by following any link on this site.  Neither GOSHRM nor the other persons listed above are liable for any errors or omissions in the above-mentioned information or for the availability of such information, nor are they liable for any losses, injuries, or damages arising from the display or use of such information.  These terms and conditions are subject to change at any time with or without notice.


This post has not been tagged.

Share |
PermalinkComments (0)
 

Get Noticed, Get Ahead

Posted By Bridget Brennan, Monday, August 4, 2014

social media

Social Media: The Way to Brand Yourself, Get Noticed, and Get Ahead

 

Intentional or not, you are getting noticed online. Strategically designed or not, you have an online brand. Social media branding is a hot topic for all kinds of organizations, professionals and even pets(@RealGrumpyCat). It’s not a trend, it’s not going away and it’s not out of your control. In fact, we’re going to help you not only control your personal social media brand, but also promote it. In essence, we’ll help you get noticed and get ahead.

 

What is personal social media branding and why should we care?

Personal branding is the deliberate and strategic act of marketing your personal value proposition using the same methodology as product/service marketing. Essentially, personal branding is the practice of selling yourself, a concept that has been around for decades. With the advent of social media, everyone now has a platform to broadcast our personal brands to a larger audience in a faster and more tactical fashion.

 

What’s the value in a personal social media brand?

Let’s flip this question around and ask why you should care about what happens if you don’t perform personal brand management. Your colleagues, clients, managers and anyone you come into contact with on a personal or professional level will research you online. This kind of online information gathering is simply second-nature in today’s global, interconnected and tech-driven environment. This is especially true among Gen Y professionals, which currently make up 24.7% of the workforce. So those you interact with are making assumptions about you based on your online presence (your value, credibility, professionalism and more). That said, it is up to you to create and maintain a strong online brand that will result in positive assumptions.

 

Where do I start?

Now, enhancing your personal social media brand is a multifaceted process that involves careful consideration and strategic planning. So to help you systemize your approach, consider taking a 3-step approach. First, define your brand by determining what value you want to provide others and how you want them to know you. Next, earn your brand by establishing yourself in your profession with successes that support your brand. Lastly, promote your brand in everything you do. This 3-step approach will help you get started on the right path to establishing your personal social media brand.

 

Please visit the GOSHRM blog soon where I go into each of these steps in greater detail.

 

~Bridget Brennan

 

References:

·  Build Your Personal Brand on Social Media, Moment by Moment. (June 25, 2014). Entrepreneur. Retrieved from http://www.entrepreneur.com/article/235073

·  Personal Branding Guide: How To Use Social Media To Differentiate Yourself. (March 2, 2014). DIY Genius. Retrieved fromhttp://www.diygenius.com/personal-branding-and-using-social-media-to-differentiate-yourself/  

·  5 Keys to Building Your Personal Brand. (May 20, 2014) Huffington Post. Retrieved from http://www.huffingtonpost.com/megan-dallacamina/5-keys-to-building-your-p_b_5355300.html  

·  Bureau of Labor Statistics, "Household Data, Not Seasonally Adjusted: Table A-13: Employment Status of the Civilian Noninstitutional Population by Age, Sex, and Race" (2012). http://www.bls.gov/web/empsit/cpseea13.pdf  

  

Bridget’s Bio

www.goshrm.org/member/bridgetbrennan1


All content provided on this blog is for informational purposes only.  The opinions expressed herein are solely those of the authors of the blog entries and do not constitute the opinions of either the Greater Orlando Society for Human Resource Management (“GOSHRM”) or any of its officers, directors, representatives or members.  Neither GOSHRM nor any of its officers, directors, representatives or members make any representations as to the accuracy or completeness of any information on this site or found by following any link on this site.  Neither GOSHRM nor the other persons listed above are liable for any errors or omissions in the above-mentioned information or for the availability of such information, nor are they liable for any losses, injuries, or damages arising from the display or use of such information.  These terms and conditions are subject to change at any time with or without notice.


 


 

Tags:  brand  social media  strategy 

Share |
PermalinkComments (0)
 

Job Boards: One Size Does Not Fit All

Posted By Samantha Shelton from Orlando Jobs, Friday, April 25, 2014

Unemployment is on the decline – phew!  This is a surface win-win for many companies in Central Florida. However, when unemployment drops, turnover has the potential to rise (Source: Newswire.net). When companies find themselves searching for the perfect addition (or replacement) to their team, the obstacle is finding a qualified candidate. 


A company’s own career section is the first place a job ad lands, but beyond the obvious real estate, how does a company carefully select the proper job board for their vacancies?

1. Quality versus Quantity 

First, a company must imagine what they want to get out of their posting.  What are their expectations?  Of course, after shelling out hundreds of dollars for an ad, a company wants a hire.  But getting from the ad to the actual hire has several different avenues. 

Boiled down, companies must ask, “Do I want quality or quantity.” 

Recruiters, and companies, have tailored hiring practices and preferences. Some people like to sift through the masses to find the diamond in the rough, while others would prefer to select a candidate from just a few, qualified resumes.

2. General Job Board versus Niche Site

National job boards are excellent for producing a plethora of applications and resumes to placate those who see value in bulk. Niche sites that target a specific industry or geographic area ease the monotony of redundant resume review.

Prices for major online job boards are pretty standard across the board, ranging anywhere from $300.00 - $400.00 and last for a month or two. However, before a company opens its proverbial checkbook, they must know what they desire as an end result. To get the best results from a job it is important to set your goals before posting for each role.

If you have any questions or would like some help, please feel free to contact me.

Samantha “Sam” Shelton
Sam@orlandojobs.com




Sam Shelton is an Account Executive at OrlandoJobs.com, official career website of GOSHRM. Sam serves clients of all sizes with their recruiting strategies, as well as, contributes to the web content for OrlandoJobs.com and GreatInsuranceJobs.com. Before joining OrlandoJobs.com in 2013, Sam worked for one of the top staffing firms in America. Earning her Bachelor’s Degree from Grady College of Journalism and Mass Communication at the University of Georgia, Sam has been published in several local, Georgia newspapers.

   

All content provided on this blog is for informational purposes only.  The opinions expressed herein are solely those of the authors of the blog entries and do not constitute the opinions of either the Greater Orlando Society for Human Resource Management (“GOSHRM”) or any of its officers, directors, representatives or members.  Neither GOSHRM nor any of its officers, directors, representatives or members make any representations as to the accuracy or completeness of any information on this site or found by following any link on this site.  Neither GOSHRM nor the other persons listed above are liable for any errors or omissions in the above-mentioned information or for the availability of such information, nor are they liable for any losses, injuries, or damages arising from the display or use of such information.  These terms and conditions are subject to change at any time with or without notice.

 

 

Tags:  career  florida  job boards  jobs 

Share |
PermalinkComments (0)
 

4 Ways HR Can Impact Business and the Community with WorkFlex Strategies

Posted By Sandra J. Guerra, Tuesday, March 25, 2014



The other day I received an email from the Public Information Officer for the I-4 Ultimate Construction Project in Orlando. His email explained the changes being made to the I-4 corridor that are expected to begin at the end of 2014/2015 and continue on through 2020. This would ultimately affect traffic causing strain on the communities within the surrounding areas. My initial thought was “Just great! The last thing the I-4 needs is more congestion (ok maybe there was an internal expletive there). This information though seemingly unimportant today is of critical importance to the businesses that rely on the I-4 corridor.

Receiving this email was such a pleasant surprise because it shows that our local government is considering the impact of change on our community, our businesses, and the economic condition of the state. They are taking the time to reach out to the professional organizations for support in communicating the efforts. And we all know, change is not a quick thing nor is it everyone’s favorite pass time.

Being a teacher of strategic change planning I find this exciting. HR professionals have the opportunity to create impactful change by becoming involved. Strategic HR is not just about helping companies build various types of strategies that we check off and measure 4 times per year. It’s about being aware of what is occurring in the environment and doing our part to recommend strategies that will impact the business, our employees, and the community.

Alternative work schedules
What seems to be a simple informative email about I-4 construction could provide solutions that span outside of the walls of your perspective business. Utilizing work flex options provide opportunities for employees to travel during less congested times and create less stressful commutes for our employees. Consider shifting times or creating 4, 10 hour days to keep people off the highway one day per week. The result may even be financially beneficial to your organization by saving on various expenses such as power and other utilities.

Car pooling
Today, more and more companies are becoming more interested in becoming green, Many companies already have incentives for employees that car pool to and from work. If you find your organization already has initiatives like this in place, it is a great time to reposition the program and provide the reason why. Celebrate those that commit to being part of the answer.

Telecommuting
I recently read an article about how the new CEO of Yahoo did away with telecommuting to improve other cultural and performance challenges at Yahoo. There are organizations that are not structured appropriately to support this type of workplace option and do not find this a viable option. Another constraints of telecommuting may be that the organizational culture or leadership do not support it overall. As a partner to the leadership team, you can influence this type of solution by anchoring it to company values or by positioning it as a temporary solution to support community need. Some organizations have found that telecommuting for departments such as customer service line, service centers, or even IS/IT have provided financial cost savings. The key is to know the capabilities and constraints of your organization to position it properly.

Creativity
Go to the gimba. In lean talk it means…go to the people. Allow your employees to help with problem solving. Employees love being asked to be a part of a focus group. They are like kids in a candy store and many times will leave a session thanking you for including them on the matter as if they are a part of a secret society. It could be about something as seemingly small as vending machines (mess with one of these without including them and you are certain to have the biggest pain in your neck that needs a chiropractor). Using the creativity of the people in your organization builds community within the walls at work and when you let them know the cause they will feel proud to be a part of making an impact outside of the walls of work. A sure fired way to bring about creative solutions for big problems.

For more information about WorkFlex and other alternative workplace planning solutions, visit www.shrm.org or www.whenworkworks.org. Search for When Work Works. When Work Works is a program geared toward helping companies create flexible work solutions for the purpose of strengthening businesses and employee morale.

If your organization is a WorkFlex Rock Star, then tell the world. Apply for the Sloan Awards at www.whenworkworks.org.

 

Picture credit: Aimee Herring

All content provided on this blog is for informational purposes only.  The opinions expressed herein are solely those of the authors of the blog entries and do not constitute the opinions of either the Greater Orlando Society for Human Resource Management (“GOSHRM”) or any of its officers, directors, representatives or members.  Neither GOSHRM nor any of its officers, directors, representatives or members make any representations as to the accuracy or completeness of any information on this site or found by following any link on this site.  Neither GOSHRM nor the other persons listed above are liable for any errors or omissions in the above-mentioned information or for the availability of such information, nor are they liable for any losses, injuries, or damages arising from the display or use of such information.  These terms and conditions are subject to change at any time with or without notice.

 

Tags:  alternative work schedules  carpooling  GO SHRM  GOSHRM  SHRM  telecommuting  When Work Works 

Share |
PermalinkComments (0)
 

Home | Mission, Vision & Values | News | Membership | Job Bank | Events | Sponsorship | Certification | Students
Twitter | Facebook | Linkedin


© 2017 Greater Orlando Society For Human Resource Management. All rights reserved.

Membership Management Software Powered by YourMembership  ::  Legal