Many of us support the belief that if we work hard and put in long hours on the job, the stress that we deal with on a regular basis is a natural side effect of working in a high performance culture. In fact, if we’re not dealing with some sort of stress, it might appear that things are going too well and maybe we all need to work just a little harder. This is a myth.
Being an HR professional doesn’t make you a “company man” but can put you in the uncomfortable position of being a “middle man.” Representing both managers and employees can place a strain on your ability to be consistent, fair, and available to those around you. Against such strain, how does HR gain trust in the workplace?
With the ability to work 24/7, employees are finding that work blends in with family and personal time. It can be impossible to separate the two. With work email on our smart phones and the ability to respond at a moment’s notice, we are working more than the typical 8-hour day. Whether that’s in the office or not, the amount of time we spend working can cause harm to our bodies.
We spend a lot of time discussing how to recruit and retain millennials, all while adjusting our management practices to accommodate flexibility in our work environment and attract great talent. This is great, but are we focusing enough attention on our aging workforce?
A recent Harvard Business Review article, “Stop ‘Fixing’ Women and Start Fixing Managers” reviews a study on gender parity conducted by Dr. Elisabeth Kelan and King’s College and sponsored by KPMG. The study examined the results of a series of questions posed to 15 CEOs, across industry. “What are your challenges with gender parity in the work place?” According to the study, 3 issues stood out.
Addressing the needs of working parents is one way to make sure you’re engaging your workforce. Depending on your industry, you may find that most of your employee base works non-traditional shifts, placing them outside of the home during the hours that are most beneficial to their families. One way to increase employee engagement is to help limit outside influences that cause stress during the work day and impacts their performance.
When a company-wide call goes out for the best people to be available for a key project, HR departments can find themselves scrambling. HR teams start asking questions: “Who should we send? How many of these employees are damaged?” Teams can’t risk sending poor performers so what's a manager to do?
Violence stemming from mental illness is not a subject that we as a society are comfortable talking about. As a country, we were left shocked, angry and confused when a gunman recently killed 12 people at the Navy Yard in Washington, DC. With each tragedy we learn that loss of life was preventable. So why aren’t we doing more to prevent it?