It has been a while since I have hosted a Carnival of HR. To be honest, it has even been a while since I have contributed to one. However, earlier in the year when Robin Schooling put out a call for hosts I threw my hat in the ring. Unlike many hosts, I have no theme for this Carnival. I wanted to see what people considered their recent best post. I am not presenting these in any particular order with the exception that I am starting with Robin Schooling, the moderator or The Carnival of HR. She is an important voice in HR and she happened to have the first email I opened when I started this post. So here goes!
Robin Schooling, @RobinSchooling, the Head of People Operations for Strio Consulting, asks the question “Who is responsible for turnover?”, a question often answered with the response “HR.” But if you are in HR you know that is not the right answer. In Turnover, Retention and the Crusade to Assign “Responsibility” Robin discusses who has responsibility for employee turnover. HR? The Manager? The Employee? You will have to read Robin’s post to find out. Will you guess the right answer?
Next up is a post from Workology, written by Marie Fincher, on 4 Important HR Writing Skills You Should Master. Communication is a critical skill for the HR pro and writing is top on that list. As a writer for the past 16 years, I know that it is not as easy as everyone thinks it is. Reading Marie’s post may help you get past some of the initial hurdles.
The next post, also from Workology, is actually a podcast featuring Beth White. It is a discussion on the use of Chatbots in HR. This is a topic that needs to be listened to because HR pros are going to be caught totally unprepared if they don’t listen now. So listen to Using Chatbots in HR.
Naomi Bloom offers a piece that has been timely for me. I have reached that age that people I know are dying. We all know that dying is a natural phenomenon, but it does not make it easier. It becomes easier when you think about the memories. In Let’s Talk About Life: The Power Of Memories Naomi talks about what is important.
Claire Petrie, @_strclaire, who I met a couple of years ago on the SHRM blogger squad, tells us, meaning HR, that it is important for HR to be prepared for a job fair. She attended one and was shocked by some of the behavior of the HR “pros” attending. If you are going to do it, do it right! Read Hey HR, if you’re going to attend a job fair…
It turns out that Canadian employers are having some of the same difficulties with marijuana legislation as are U.S. employers are having. Attorney Stuart Rudner talks about this in Can’t measure impairment, can’t manage safety risks, won’t hire medical cannabis user. You will find that the advice he gives Canadian clients works well with US companies as well.
Dorothy Dalton, @3PlusInt, talks about something I have noticed in working with various companies. Many companies talk about inclusion, but only pay lip-service to it. This is what Dorothy calls the inclusion illusion trap. In her post, Does your company have the inclusion illusion trap? Read this insightful post so you can recognize the problem and work a plan to deal with the issue.
In Bar the Door, Katee Van Horn, @Kateebar7, argues that we not only need balanced teams, but we also need inclusive teams. She provides us with eight steps on how to create more inclusive teams. Katee says “Remember that it’s okay to be uncomfortable.” I think that is important because many people will be. Read how you can overcome that issue.
Julie Winkle Giulioni, @Julie_WG, talks about something that many people think is obvious, but far too many business owners and managers forget. In Growing Your Business Means Growing Your People offers an infographic that helps us understand that issue. Print it off and pin it to your wall, or better yet, the owner’s wall, or the that of the CEO.
Today employee data is critical in making decisions. Part of that data you collect comes from doing exit interviews. Judy Lindenberger, @LindenbergerLLC, reminds us of the importance of exit interviews in What is an Exit Interview and Why Do Them? As she says “Exit interviews are great ways to collect data for developing retention strategies.” Pay attention.
Jeff Cates, the CEO and President of Achievers, writes Why Leaders Need to Be Recognition Champions. He says “Nearly one in five say their manager/company is “horrible” at recognizing them and 43 percent of employees rank their manager/company just “OK” at recognition.” I have seen this far too often in my own career, with managers who were loath to say anything positive to employees because they felt that doing a good job was what was expected of employees and nothing needed to be said. So read this and take Jeff’s tips on how to become a recognition champion.
Diane Peterson-More helps us communicate better. I mentioned above how important communication is to the HR pro. You can always improve. You can definitely improve if you follow the guidance provided by Diane in Five Things You Can Do Right Now to Improve Your Communication. I particularly like Tip #2, but I am not going to tell you what it is. You will have to read about it. Does anyone have any questions?
Teams in HR can be very important. Mark Levison, of Agile Pain Relief, tells us how working agreements can help groups get over the rough spots, the social friction that teams experience. If you read Scrum by Example – Team Friction Inspires Working Agreements you will learn how to get over that hurdle.
Well, that closes this month’s selections. I hope you learn something, I certainly did.