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Culture Isn’t Just HR’s Job

Posted By Administration, Monday, August 20, 2018


Culture Isn’t Just HR’s Job

Think of your culture if everyone recognized one person daily


Written by: Lori McKnight, GOSHRM Blogger




I jumped at the chance to write a blog post for the BlogSquad on HR trends that improve retention and results. I strongly believe recognition, while maybe not a trend, is the silver bullet needed to keep employees longer and performing to their potential.


I’ve written many posts supporting this statement and have seen firsthand how “small acts of recognition when multiplied by many can transform a culture”. Isn’t that the best line? I’m not sure where I saw it, but I believe it and it’s now my motto!


This line really speaks to me because it implies that culture cannot be built by HR. It takes many people in an organization buying in to your company’s direction and values to impact culture. Top-down only won’t work. HR-driven efforts alone won’t work. Employees don’t choose to engage. They have to be inspired and the best way to inspire someone is by recognizing their contributions and making them feel valued.    



What if everyone in your organization recognized one person daily?

Hand-written cards are amazing. I love getting them and save them forever. However, they aren’t the most scalable option for everyday thank you's. Also, according to a recent study in Psychological Science the main reason people don’t send thank you notes is because they lack confidence in their writing skills/penmanship.  


Enter HRTech. Today’s #HRTech tools facilitate recognition by enabling and encouraging more positive interactions. Social recognition tools like peer-to-peer thanks, recognition walls and nominations make it super easy for people to give others a clap and pat on the back as:

·        everyone can give thanks, on any device in real-time

·        everyone in the company can see who has done a great job

·        others can like, share and congratulate peers on a job well done


Since 70% of recognition should be informal, these non-monetary thank yous from peers, managers and senior executives have a multiplier effect  that can transform your culture, take the monkey off HR’s back and elevate HR’s role amongst senior management. 


Engaging employees using the medium the majority of your workforce use daily (hourly) is inclusive allowing Steady Eddie employees in departments where it’s harder to shine to receive well deserved recognition too.


When words just aren’t enough

Today’s HR platforms also have reward and incentive features. 


·        Employees can collect discretionary reward points for great work that can be redeemed for popular gifts, saved for a bigger ticket items, donated to a special cause, given to their child’s sports team or even converted into time off


·        Peers can nominate others for company-specific awards or send eCertificates when they see colleagues going over and above doing the things that reflect the company’s core values


HR recognition tools are an effective way to amplify your efforts and boost participation.


Just think if everyone in the organization added recognition to their daily routine every day. It would have a significant and positive impact on culture. And a stronger culture makes our job as HR professionals a lot more pleasant, leading to a positive return on investment due to higher productivity and better retention – all KPIs that boost the bottom line.



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Tags:  Culture  HR 

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Do You Want to Join the GOSHRM Blog Squad?

Posted By Amanda Brunson, Thursday, August 2, 2018



Do you want to be a part of the GOSHRM Blog Squad? We are happy to announce that we have officially released our GOSHRM Blog Guidelines and would like to extend an invitation to you to become part of the GOSHRM Blog Squad. If you would like to write & submit blogs for our website that are focused on trending HR matters, please download the GOSHRM Blog Guidelines below. 

We welcome each of you to review the guidelines and complete the acknowledgment and questionnaire on page 2. Once you have done so, please submit them to Per the guidelines, once you are approved you will receive an official GOSHRM Blog Squad Certificate and will be allowed to submit up to 4 blogs each year. 


We hope that you are as excited as we are as we move forward with this great opportunity! If you have any questions, please don't hesitate to reach out. 

 Attached Files:

Tags:  Blogging  GOSHRM  HR  Writing 

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Breaking Into HR

Posted By Administration, Wednesday, July 25, 2018



It is common knowledge that some young HR professionals struggle at the beginning of their careers. We find that companies are looking for someone with experience and/or a certification to fill their positions. It can be very difficult to overcome this obstacle. Through my experience, successes, and research; I discovered four key steps to help young professionals break into HR.


Click here to continue. 




Written by Amanda Brunson. Originally posted on the SHRM Blog. 


Tags:  BreaktHRough  SHRM  SHRMStudent  SHRMYP 

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Resume Myths, Truths, & Tips for Young HR Pros

Posted By Administration, Thursday, May 31, 2018


Like everything else in our ever-evolving world, the process of selling yourself through your resume is always changing. As young HR pros, we get so much advice on the “right way” to write our resume that it can sometimes be overwhelming. The whole goal of writing your resume is to find that perfect first job that we spent so much time in college studying for. The last thing you want to do is get missed in the shuffle.

Here are three situations to be cautious of as you begin your career. Click here to continue.



Written by Amanda Brunson. Originally posted on the SHRM Blog. 

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Tags:  Resumes  SHRM  SHRMStudent  SHRMYP 

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Take Your Seat at The Table

Posted By Administration, Wednesday, May 9, 2018


Take Your Seat at The Table

As Human Resources (HR) professionals, we’ve all heard the phrase ‘seat at the table’; this notion that we must manage our careers in such a way to be included in senior-level business decisions in order to be considered successful. Many of us are over it.

Amy Lein, who is the Director of Human Resources at Second Harvest Food Bank of Central Florida, and currently serving a two-year term as President of the Greater Orlando Society for Human Resource Management (GOSHRM), is taking a much more meaningful approach to the phrase.

Encouraged by her faith, and her collaborative effort through The Gotham Fellowship, an intensive training program offered by The Collaborative Orlando, Lein is working to blend her personal beliefs with her professional life. “Using the parable of people being invited to a banquet table – a lesson about choosing where to sit, serves as a great analogy for HR’s desire to gain a seat at the table in the business world,” said Lein.


Interested in reading more? Click here.



Written by Amy Lein. Originally posted on the HR Mouth of the South Blog, the official blog of the HR Florida State Council, Inc. 

Tags:  GOSHRM  HR  Leadership  SHRM 

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Block Harassment in Its Tracks

Posted By Administration, Thursday, May 3, 2018


Our very own President Elect, Nate Shannon, had an opportunity to contribute to "The Financial Manager." Check out his article titled "Block Harassment in Its Track" here: Congrats, Nate! #Harassment #ORLHR #HR #Orlando

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Got 60?

Posted By Leslie Mizerak, Friday, October 20, 2017

As a SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) you already recognize the relevance and importance of SHRM certification. Earning your certification is the first step toward a rewarding career and a commitment to advancing the future of HR. Recertification is how you will continue to grow and adapt to meet the evolving needs of the profession. 


If you obtained your SHRM credential in 2015, your recertification date is in 2018, but if you get 60 PDCs this year, you are eligible to apply for recertification now—you don't have to wait until 2018 to do so. SHRM will provide $20 to a chapter and $10 to a state council for each credentialed member who recertifies within the 2017 calendar year.  We are encouraging our SHRM-certified members to "just do it". 


Early recertification helps you as a credential-holder, too. If you apply in 2017, your next recertification date will still be 2021. If any of the activities you submitted in your application turn out not to be eligible activities, you will have all of 2018 to resubmit and reach the required 60 PDCs. 


You can login and enter your recertification credits at


Again the program is designed to promote early recertification, before the end of the year, in exchange for a financial stipend to support your local chapter, GOSHRM and our State Council HR Florida.  GOT 60?  Why not take care of your recertification today?

Tags:  GOSHRM  Recertification  SHRM  SHRM-CP  SHRM-SCP 

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Effectively Managing Employee Conflicts

Posted By Leslie Mizerak, Friday, October 20, 2017

I have heard many ways that companies attempt to manage employee conflicts.  They range from yelling at the employees to firing them to ignoring the situations.  These issues don’t go away just because the manager tells the parties in conflict to “stop”.   This only serves to create underground conflicts that decrease productivity or increase turnover.  A perfect example of this is when I was hired to assist an organization with a dispute between two executive secretaries.  I will change parties names and keep the company name confidential.  


Ethel was a long time company employee and was the executive secretary for the company VP, Hank.   Marie was the executive secretary for the new CEO, Gary.  Although Marie and Gary were new to this company, they worked together for many years.  When I received the call from Hank, the VP, I was told that Marie and Ethel could not get along and he needed me to get them to play nice.  He went on to explain that he had already sat down with both ladies separately and told them they needed to stop acting like teenage girls and put on their big girl panties or they would be fired.  As crazy as it sounds, this example is very common.  What’s wrong with this approach? This is a classic example of a Band-Aid approach.  When I asked Hank how that worked, he said things were quiet for a while and then the S--T hit the fan!  


That was an example of what not to do.  What should you do?  First step is to stay as neutral and judgement free as possible.  Then assess the conflict by meeting privately with the parties involved.  In the example above, meet with Ethel and Marie and let each of them know that you are meeting with the other person privately and then will make a recommendation about how to proceed.  This way employees feeling singled out can be avoided.  


Once you meet with the parties privately, you should create a suggested plan of action.  Not a plan for how the parties should resolve the conflict, just the process or tools you are suggesting.    It’s important to reassure the employees involved that you are on the case and their issues are important.  Definitely do not demean them by using language like Hank used.  You may suggest that one or more parties work with a senior employee as a mentor or you may suggest hiring a conflict coach.  Another possible suggestion is training for the parties to address lack of skills in a specific area.  Ideally the underlying conflict should be addressed and resolved first before offering training or coaching.  It is highly unlikely that Marie and Ethel will benefit from coaching and training if they do not resolve the underlying conflict first. 


I often get asked “When should I hire an external mediator?”  Here is a list when a company should consider hiring a professional mediator.  When…

  • an employee has retained legal counsel
  • an employee is threatening to file a lawsuit
  • the conflict has been stewing for a long time 
  • there is no one inside the company who’s comfortable and skilled in workplace conflicts
  • the dispute has created a toxic or hostile work environment
  • all internal tools have been exhausted
  • the conflict is too time consuming for internal employees
  • one or more parties involved in the conflict do not feel comfortable with the HR manager or person assigned to help.  This is usually due to real or perceived lack of neutrality. 


Perception of neutrality is a key issue when choosing someone inside the organization to help parties resolve their dispute.  If the person chosen to help is not viewed by both sides as impartial, there could be problems with a meaningful resolution.  Perception of confidentiality and neutrality is critical to the mediation process and a long term successful resolution.  Managing employee conflicts successfully will help your organization decrease turnover, lawsuits and improve employee morale.  


Sheryle S. Woodruff holds a Masters Degree in Conflict Studies and Analysis.  She co-founded Conflict Management Associates, Inc. in 1997 and is now located in Orlando, Florida.  Sheryle has been a mediator, conflict coach, trainer and consultant specializing in workplace conflicts.  She has worked with companies across the United States ranging from government to non-profit to small family owned businesses.  The names in this article have been changed in order to keep confidentiality.  Sheryle can be reached by email or phone 407-417-7791.  More information can be found at

Tags:  Conflict  Employee  HR  Leadership  Manage 

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When cancer and career collide: How business professionals reconcile myriad workplace issues

Posted By Leslie Mizerak, Tuesday, October 10, 2017
Updated: Monday, October 9, 2017

Special Thanks to GOSHRM Board members Kim Ouellette and Pat Muldowney for contributing to the attached  OBJ article!


When cancer and career collide: How business professionals reconcile myriad workplace issues

Orlando Business Journal

October 2017


Well written article.  OBJ, Thank you for reaching out to GOSHRM!

Download File (PDF)

Tags:  GOSHRM  HR 

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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

Executive Coach - Mizerak Executive Coaching


Tags:  HR  Leadership  Listen  Storm 

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