You probably realize how powerful your words can be when you’re praising someone for a job well done.
Email is unavoidable in the workplace, and the amount of messages filling up employees’ inboxes can be annoying and intimidating.
There’s nothing wrong with having business talks or brainstorming sessions while sitting in an office, but it can get old after a while. The formality of meeting with a colleague in an office can cause the conversation to be stiff or superficial, which doesn’t typically lead to the most productive or creative discussions. But Inc.com […]
After years of paltry wage increases that barely keep pace with inflation, it looks like employees would be willing to take some desperate steps to achieve a significant pay bump.
As HR pros already know, disabled employees still need to be able to perform the essential functions of their job, with or without an accommodation.
To help employers craft handbooks that don’t violate the National Labor Relations Act, the National Labor Relations Board has issued a compilation of rules it has found to be illegal — and rewritten them to illustrate how they can comply with the law.
Try as we might, sometimes keeping work and personal issues separate is impossible. And when an employee is struggling due to a sick family member or recent divorce, it can be tough to know exactly how to help.
The termination conversation: The most distasteful part of any manager’s job. Here are some guidelines on how to handle these confrontations in a humane, controlled and legally safe way.
If you’re in favor of ditching the current employment verification process – the paper-based I-9 form – for a mandatory electronic system, you’re not alone.
Everybody dreads having those “difficult conversations” with employees about personal issues. Here are some examples of how they can be handled gracefully — including the actual words to use.
There’s always going to be some conflict in the workplace, but the real trouble can happen when employees take their anger a step further.
Fewer than one-third of employees in the U.S. are engaged in their work, and a recent study links that low number directly to managers.
When an employee requests time off because of something as serious as a cancer diagnosis, 99% of the time the person will be telling the truth about their situation. But as a recent case shows, if a manager has even an inkling that something’s amiss, it pays to take a closer look.
It’s not surprising that a recent survey found 69% of full-time employees get distracted at work. The more interesting finding is that 70% of workers think their managers could help them focus better through training.
The opioid crisis has invaded the majority of workplaces, and for HR pros, controlling this growing problem can seem like an impossible task. In this guest post, Ian Cook, head of workforce solutions at Visier, offers three critical steps HR should be taking to deal with the opioid crisis.
A recent lawsuit taught managers what not to say as the EEOC showed, once again, that a small comment can end up costing an employer big.