Employee and Workplace Communications -

Hire more diverse staff, don’t ignore thorny issues, and do your bit to create a culture that values candid conversations.

Not responding to pitches. Abandoning stories without notice. Spiteful online shaming. A public relations pro has her say on the worst attributes of smug reporters.

The voyage to a more inclusive, respectful workplace starts with a great overview training film. We recommend “How Was Your Day?“ Getting Real about Bias, Inclusion, Harassment and Bullying as the place to start. Learning professionals agree: this 8-time award-winning film introduces the topics of bias and inclusion to your staff in an engaging way.

Incivility is a virus that can disrupt even the most efficient work spaces. How can change management efforts and corporate culture training defeat incivility before it spreads?

Now is the time to re-engineer your business to separate yourself from the carriers and to formally serve your clients.

When it comes to building a healthy company, few attributes are more important than fostering a strong corporate culture. Your culture has a direct impact on the satisfaction of your employees, which in turn affects productivity, turnover, and other key factors that can make or break your profitability.

According to the Employment Law Alliance, almost half of American workers have experienced bullying at work. Common bullying tactics range from humiliation and sabotage, to threats and intimidation, all of which interfere with productivity and may create a toxic work environment for one or more employees. Many managers may be tempted to simply tell employees to work out their own differences and put their personal issues aside, but ignoring that bad apple can actually cost the company much more than minor inconvenience.

Managerial efficiency is one of the most overlooked areas where technology can play a role. Aditi Sharma Kalra explores the experiences of HR leaders who have dabbled in HRIS decisions, integrated talent management, predictive analytics, and more.

As corporate purse strings tighten in the post-recession era and the need for ROI is seemingly ever-increasing, it’s not uncommon for workloads to expand without the corresponding increase in talent. And studies are finding that this is simply not good, either for short-term burnout or long-term health.

This dirty half-dozen utterances can undermine staffers’ trust in the process—and in you as a leader. Along with these taboos are alternatives to help foster dialogue and ease the transition.

Last week, we addressed the shifting workforce skills needed as we approach 2030, outlined in the recent McKinsey study The Shifting Future of the Workforce Part 1 .

A little over 100 years ago, in the wake of a bitter labor strike, it is believed that the National Cash Register Company created the first human resources department. Its focus was on compliance, wages, resolution of employee issues and, of particular importance at the time, workplace safety.

Agencies across government are experimenting with robotic process automation, technology that uses software robots to quickly perform common, highly repetitive tasks previously assigned to employees.

A few weeks ago, the Trump administration proposed combining the Department of Labor and the Department of Education into a new Department of Education and the Workforce. This proposal would require Congressional approval, and given how well the two parties and their multitude of factions get along at the moment, this idea is probably Dead on Arrival. However, that doesn't mean we shouldn't do some thinking in terms of Human Resources, particularly recruitment and retention, in the hopes that Washington starts working again.

Many in human resources look at employee engagement and say, “How do I sell this to my organization as something that is critically important?” We all can quote studies that show engaged organizations increase ROI, limit expenses, and are more innovative; but let’s look at this from a practical standpoint, and say “How critical is building engagement to your organization?”

It's never too late to become the leader who takes your company to the top.

With the digital revolution in overdrive, everything is changing, and fast. Nowhere is this change more obvious, nay significant, than in the workplace.

Your employees are demanding more feedback, greater transparency, and, like never before, the opportunity to achieve personal growth at work.

Companies that have applied change management to previous business or process changes must acknowledge that the pace and nature of agile means that traditional change management may not be enough.

Technology will continue to be a factor, but so will some methods that may surprise you.