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I’m speaking at the Watermark Conference on Friday about HR, salaries, and negotiations. I’ll be answering questions about the role of HR in the hiring process.

Here are some questions I’ll try to tackle.

Is it okay to talk to HR about compensation, benefits, and the offer process during salary negotiations? Will I be dinged by asking questions?

If you’re working with an executive or third-party recruiter, direct all your compensation questions that way. Don’t ask HR about money. Stay focused on the position, leadership, culture, and internal mobility. You want to seem like someone who’s a sure bet and interested in making a long-term contribution to the company.

If you’re working with a member of the HR team (HR Generalist, HR Business Partner, Corporate Recruiter, or Talent Acquisition Specialists), be careful when you talk about compensation. They are obsessed with culture and sometimes forget that people work for cash. Keep your questions process-oriented.

Here’s what I would ask:

• What’s the offer process like?
• What would you like to me to know about the organization’s compensation philosophy?
• Who extends an offer?
• What’s the timeline generally like?

Listen to what’s said and unsaid. Sometimes there’s a compensation philosophy, and sometimes it’s a crapshoot.

What questions are off-limits?

HR people think it’s gauche when you ask about raises and job titles during the interview process. If you want to know when you’ll be considered for a raise or a promotion, try to find out from an internal source other than HR.

How do recruiters work? Do they represent me in salary negotiations? What’s the difference between a corporate recruiter, a normal recruiter and an executive recruiter?

In general, recruiters fill jobs for companies. Executive recruiters and third-party recruiters want you to earn as much as possible, but they also know what a company is willing to pay. Follow their good advice when it comes to salary negotiations.

A corporate recruiter or talent acquisition specialist also wants you to be happy, and, if they’re any good, will offer you good counsel during the hiring process. A company that nickels and dimes you during salary negotiations is one that will always hassle you. If you get the sense that an internal employee is messing with you in any way during the hiring process, follow your gut and decline that offer. Go work somewhere else.

Are salary websites any good? Where can people find the best sources for salary information?

Salary websites are mostly garbage. Every job pays between $36,000 and $186,000 depending on the city, years of experience and your online shopping history. The best source of information comes from executive recruiters, internal recruiters and your friends who work for the company. Wonder what you should be earning but don’t have a recruiter working on your behalf? Ask Tim Sackett. Seriously, he’ll tell you. Now you have a friend and a source.

How do I know if I’m leaving money on the table? What are the signs that the company could pay more?

A company can always pay more. You’re probably still leaving something on the table because, even in a tight labor market, the power dynamics are skewed. That’s late-stage capitalism. If you don’t want a job, go try out your skills in the gig economy. Good luck to ya.

The good news is that negotiations are choices. You get to choose when to push and when to submit. Do you like the organization? Do you love the leader? Will you be surrounded by people who have your back? Do you trust that the benefits far outweigh the $2500 you might be leaving on the table?

Sometimes you have to trust the person on the other side of the table to take care of you.

What are some compensation trends in 2019?

Some companies make one offer and it’s their first, best and final offer. They are trying to eliminate bias and use survey data to determine what the job pays regardless of race, gender, age, or what you’re currently earning. What this means is that you have to be clear on what’s important to you upfront and be willing to walk away if you don’t get it.

Another trend is to extend an offer with a detailed breakdown of your total rewards package — and information on how the compensation package compares to competitors in the same industry — so candidates can see the value of their health insurance, PTO, retirement contributions combined with their monthly salary.

I’m sure there’s information that I’ve missed.

Have some advice on salary negotiations and HR? Please leave a comment and let’s help the women of Watermark make some excellent career decisions.

The post How to Ask HR About Salaries and Offers appeared first on Laurie Ruettimann.

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I’ve worked in the HR technology space since 2008, and I’ve been involved in hiring over a dozen CMOs (Chief Marketing Officers) and VPs of Marketing for some companies you know and some that are no longer in business.

CMOs have the shortest tenure in the C-suite at just over four years, according to Korn Ferry. When they arrive, there’s a lot of hoopla. They bring big ideas from the outside world and often change the brand, logo, and sometimes even the company’s name.

But almost immediately, marketing leaders get locked in political battles with key sales leaders. New CMOs try to win the favor of the CEO and board of directors instead of finding allies and, even, co-conspirators among the rank and file employees.

The currency of business is relationships, and, ultimately, CMOs get fired for not building connections. Then a new CMO arrives to repeat the cycle.

(That’s oversimplified, but not much.)

So, when I’m asked to consult on CMO searches, I do a quick premortem. How will this new CMO fail? What’s the path to success? What attributes will work against this new leader? What skills are needed to ensure a smooth transition and steady leadership?

I won’t give away the farm, but here are some things you must hire for — beyond the obvious competencies — in the HR Tech CMO role.

Likability. The single most important quality for a CMO is likability. The role, when done well, opens doors and creates cross-departmental collaboration. The best marketing leaders create fellowship and inspire trust between teams, and the CMO has the power to unite an organization behind a brand and to generate excitement with vendors, partners, and contractors. Get this wrong, and your marketing team becomes an island, and the organization doesn’t move forward. Don’t be afraid to check around and ask, “Was this individual likable? Did people enjoy working with him?”

Perceptibility. The best CMOs have spidey sense and know what’s happening in the company — and the industry — before anybody else. You’ve got to hire someone who has operational acumen but also has a strong sense of communication, culture, and art. Ask your CMO what they do when they’re not working. Do they travel? Support the arts? Volunteer? Teach? Mentor? All work and no play makes for a one-dimensional leader.

Maturity. Sometimes we use the words “seasoned” and “experienced” when we mean mature. A lot of people finally get promoted to CMO and lose their minds — they imbibe in company perqs, act like benevolent rulers, and forget that marketing departments run on the blood, sweat, and tears of assistants and coordinators. The best CMOs are emotionally regulated, understand the priorities of the organization, and know that they’ll be rewarded if the company meets its goals and objectives. You can screen for maturity by asking your candidate about asking them to reflect on the notion of power. What are their priorities and core values? What matters most to them in a leader?

Prior Experience with HCM. In the world of HR, we often hire business leaders with no previous experience and ask them to swoop in and fix it. (My friend Kris Dunn writes extensively about this phenomenon.) While most CMOs have prior marketing experience, I believe marketing leaders in the world of HR must have previous HCM experience. Even if it’s just a stint during the early part of their career, it’s vital for marketing leaders to understand the industry and love the technology to some extent before trying to convert eyeballs to users. If you can’t find someone in the HCM industry for your CMO role, ask yourself — am I working with the right executive recruiter?

Tenacity. Finally, your CMO must be tenacious and outwork everybody else in the marketing department. It’s always nice to have staff. How you keep your team happy and engaged is by showing them that we’re all in this together. It’s not about working 100 hours a week or being on email at weird hours; it’s about digging into the real work, being a part of everyday conversations, and being gracious enough to take on tasks that should really be done by a junior member of your team in order to facilitate better work-life balance. A tenacious CMO models good behavior for the marketing department but also raises the game for other leaders in the organization, too.

Those are my thoughts on how to hire a successful CMO who lasts longer than four years. Have you hired marketing leaders? Do you have some expertise in this area? Leave a comment and let me know what resonates — and what I’ve missed — in this blog post.

I’m about to help out on another search, and I’m trying to be useful to my clients!

The post How to Hire a CMO in HR Tech appeared first on Laurie Ruettimann.

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Most professionals don’t go into a leadership position thinking about the ways in which they can kill their new career. But what if you knew beforehand the skills needed to be a successful leader, ones that could potentially help you avoid a “crash and burn” career? Well, that’s exactly what Martin Moore, founder and CEO of Your CEO Mentor, and I discussed in a recent episode of Let’s Fix Work. In this blog post, I want to share two common misconceptions made by leaders.

Misconception #1: Communicating Effectively
When it comes to communicating as a leader, Martin says it’s important to realize that being able to talk is not the only skill needed. He says, “It’s about listening and understanding the people that you’re talking to. And, you need to have the ability to get the most out of your people by having the leadership dialogue that brings out their best.”

Communication is a two-way street and is also more complex than the word implies. The most effective leaders have the ability to listen, understand, and empathize with their team members.

Misconception #2: Building a High Performing Team
Building a high performing team is a lot harder than it sounds, according to Martin. He goes on to say that many leaders say they have built a high performing team, but when you quiz them on it, they don’t really know what that means.

So what does it mean to have a high quality team? Credentials on a resume, work experience, and awards or recognition does not solely make a high quality team. In fact, you can still have amazing talent on your team. But Martin says, “It boils down to people being happy, getting on well together, AND actually delivering the outcomes that’s required of them by the organization.”

Knowledge is power, right? I believe understanding leadership misconceptions is paramount to your success as a leader. To learn is to grow and by growing, you open the doors to becoming the best leader you can be. And I ask you, if you’re not learning or growing, what are you doing?

If you’re looking to improve your leadership skills and want to hear from a man who knows a thing or two about leadership (and has a killer Australian accent), then head over here to listen to this episode of Let’s Fix Work.

The post 2 Common Misconceptions Made By Leaders appeared first on Laurie Ruettimann.

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We’re proud to be sponsored by Ultimate Software. They’re a leading cloud provider of people management solutions with a commitment to continuing education for HR, talent, and payroll professionals.

Ultimate Software is hosting dozens of free educational HR workshops around the country. Check out ultimatesoftware.com/LFW for more information on how to earn free HRCI, SHRM, and APA recertification credits.

This week on Let’s Fix Work, I welcome entrepreneur and technologist, Armen Berjikly. Armen currently serves as the Senior Director of Growth Strategy at Ultimate Software, where his expertise in human-computer interactions drives Ultimate’s artificial intelligence platform and direction. Prior to his time at Ultimate Software, Armen served as the Founder and CEO of Kanjoya, Inc., a workforce intelligence company that pioneered critical advancements and understanding of human emotion. Yes, all of this makes Armen expertly able to talk about AI in the workplace.

If you’re interested in the hype, the reality, and hope of AI in the workforce, then sit back and listen to this episode of Let’s Fix Work.

In this episode you’ll hear:

  1. The intersection of artificial intelligence (AI) in the world of work
  2. What AI is and what it is not
  3. Human Resources and AI: what AI is doing to help individuals make better decisions. Plus, will AI replace HR professionals?
  4. The importance of building a code of conduct for AI
  5. The red line that technology should never cross
  6. How AI enables HR professionals to do their job more efficiently and how it enables them to enjoy their job
  7. AI can help HR make decisions with more competence and more fairly
  8. Armen’s outlook as a leader, on the current state of work in the world today

“Solutions are rarely simple. It’s rare to just throw a machine at a problem and magically everything will work, right? It has to be a partnership, like a symphony.” ~Armen Berjikly, Senior Director of Growth Strategy, Ultimate Software

“It’s so easy to put technology on a pedestal and worship it. But that’s not the role that technology needs to play in society. We have hard decisions to make. Can technology help us make decisions better, more fairly, more quickly, and help us lead better lives?” ~Armen Berjikly, Senior Director of Growth Strategy, Ultimate Software

Resources from this episode:

Thank you to our sponsor: Ultimatesoftware.com/LFW

Armen on Twitter twitter.com/armenberjikly

Armen on LinkedIn: www.linkedin.com/in/armenb

How Your HR Department Can Develop an Ethical Stance on AI: hrdailyadvisor.blr.com/2018/11/28/how-your-hr-department-can-develop-an-ethical-stance-on-ai/

The post Artificial Intelligence and Human Resources: The Perfect Symphony with Armen Berjikly appeared first on Laurie Ruettimann.

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Whenever I come across news reporting on gun violence and mass shootings, which is almost daily, I remind myself what’s happening in our country is not normal.

Gun violence, which is often linked to domestic violence, is terrorism. And terrorism is happening more frequently at work.

Last week, the worst happened. A gunman shot five people in Aurora, IL. Their names are:

Clayton Parks, HR Manager
Trevor Wehner, HR Intern and Student at Northern Illinois University
Russell Beyer, Mold Operator & Union Representative
Vicente Juarez, Forklift operator
Josh Pinkard, Plant Manager

The shooting is the latest in a very long string of attacks by men who are disturbed, agitated, and take out their anger and aggression on colleagues. The individual in Aurora? Shocking nobody, he’s a convicted felon with a history of violence against women.

The GoFund Me for the victims of the Aurora shooting can be found here.

Right now, America’s largest HR association is engaged in a dialogue about how to help convicted felons find work after they are released from prison. It’s called “Getting Talent Back to Work.”

Getting Talent Back to Work is a national pledge open to all organizations that was signed even before the formal announcement by the U.S. Chamber of Commerce, the National Restaurant Association, the National Retail Federation, the American Staffing Association, SHRM, Koch Industries, Dave’s Killer Bread Foundation and more. Organizations are pledging to give opportunities to qualified people with a criminal background, deserving of a second chance, which creates successful outcomes for employers, all employees, customers and communities. Ninety-five percent of people in prison will be released—that’s more than 650,000 people every year. As they re-enter society, people with criminal backgrounds are deprived of employment opportunities and organizations are deprived of qualified talent, creating harmful consequences for millions of people.  

The argument goes that, once our neighbors and family members people have paid their debt to society, we should make it easier for them to find jobs and return to normal lives. SHRM believes that HR can be a positive force for change and help these men and women contribute to society.

I’m supportive of this initiative, but there’s more work to do.

While it makes sense for HR professionals to be recruiting advocates — and former criminals are an untapped talent pool — we should also be advocates for colleagues who are victims of domestic violence. We should push for better funding for mental health programs. And we should fight for commonsense gun reform to protect our employees from localized forms of terror, too.

Those three things alone would be game-changing for every American worker and might make a lot of people feel better about working alongside convicted felons.

So, tonight I’m going to say a prayer for the families in Aurora and also pray for SHRM to use its sizable lobbying powers and financial coffers to tackle the problem of criminal justice reform and physical and psychological safety at work.

That’s what HR should be all about.

The post HR: Physical and Psychological Safety in an Era of Gun Violence at Work appeared first on Laurie Ruettimann.

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Today is Carnival of HR Day, a splendid celebration of writers and thinkers who create fabulous HR content.

This year, blog submissions were down. So, instead of waiting for people to send links, I’ve gone into the community and pulled some of the best articles I’ve read.

That’s right. I still read HR blog posts. Do you?

Sarah Morgan kicks off the carnival with a post about race, dialogue, and debates. www.thebuzzonhr.com/2019/01/30/blackblogsmatter-week-3-i-aint-going-black-forth-with-you/

Doug Shaw wants to know where good ideas come from? consultingartist.com/creative/practicing-part-two

Mollie Lombardi is writing about real-time pay visibility and other lessons from the US federal shutdown. www.linkedin.com/pulse/real-time-pay-visibility-other-shutdown-lessons-mollie-lombardi/

Kris Dunn writes about regrettable career decisions, bold career moves, and criticism. www.hrcapitalist.com/2019/02/the-coldblooded-art-of-owninggetting-in-front-of-huge-career-mistakes.html

Katie Augsburger offers five HR mind-shifts we all need to make. medium.com/@katie_16182/five-hr-mindshifts-we-all-need-to-make-b510cabe1df0

Dorothy Dalton thinks it’s time to KonMari your career. dorothydalton.com/2019/02/02/time-to-konmari-your-career/

Mary Faulkner walks us through her HR career journey. ia-hr.com/how-i-got-here-my-hr-story/

Lars Schmidt tells us how a CHRO should plan their first 100 days. amplifytalent.com/21st-century-hrpost/how-a-chro-should-plan-their-first-100-days

Tim Gardner writes about how he could’ve done more in his career to stop discrimination. www.performanceicreate.com/confronting-discrimination/

Kate Bischoff is doing what she does best and writing about harassment with an eye towards how we manage grief. thrivelawconsulting.com/2019/02/07/like-grief/

Kate is also doing double-duty on the Ultimate Software blog and writing about whistleblowers. blog.ultimatesoftware.com/whistleblowers-are-good-thing/

Don MacPherson describes the future of energy in America by interviewing an expert named Lauren Azar. www.12geniuses.com/12-geniuses-podcast/2019/1/28/the-future-of-energy-in-america

Joey C. Price interviews Esther Weinberg and asks, “Why is dignity such an important aspect of the workplace? Is lack of dignity an unintentional occurrence?” jumpstart-hr.com/180-how-to-develop-and-maintain-dignity-in-the-workplace-ft-esther-weinberg/

Fabulous blogger Sabrina Baker writes about stepping into a new HR role. www.acaciahrsolutions.com/stepping-into-a-new-hr-role-do-this-first/

Prasad Kurian writes about OD Managers and the unconscious of the organization. prasadokurian.blogspot.com/2019/01/od-managers-and-unconscious-of.html

Tim Sackett is big enough to write about himself in the third person and ask, “What Does Tim Sackett Do?” timsackett.com/2019/02/11/what-does-tim-sackett-actually-do/

Kathy Rapp wants to know if money buys happiness? fistfuloftalent.com/2019/02/money-buy-happy-employees.html

Robin Schooling tells us about her work-life balance challenges and managing the care of her aging mother. robinschooling.com/work-and-life-and-everything-in-between/

Wendy Berry gives us an overview of her 2018. wendyberry.com/more-about-my-2018/

Tracie Sponenberg asks, “HR is changing. Are you?” www.linkedin.com/pulse/hr-changing-you-tracie-sponenberg-shrm-scp-sphr/

Brad Galin writes a motivational post about not giving up. www.rollercoasterhr.com/10-percent/

Wally Bock wrote a review of Cal Newport’s new book called “Digital Minimalism: Choosing A Focused Life in A Noisy World.” www.threestarleadership.com/books/what-im-reading-now-digital-minimalism

Melissa Fairman wants you to save your sanity this time of year. melissafairman.com/save-your-sanity-this-year/

Steve Browne is writing about people, people, people, and HR. sbrownehr.com/all-the-verts/

Tamara Rasberry also has a fabulous 2018 year in review. tamaramrasberry.com/2018/12/31/2018-my-hr-year-in-review/

Mike Haberman wants to know if a new minimum wage should come with an education? omegahrsolutions.com/2019/02/should-a-new-minimum-wage-come-with-some-education.html

Renée Robson writes that your organization is drifting and you have no idea. reneerobson.com/2019/02/12/your-organisation-is-drifting-and-youve-got-no-idea/

HR Jazzy says that black blogs matter — Y’all Want to Play? hrjazzy.blog/2019/02/04/blackblogsmatter-yall-want-to-play/

John Sumser is writing about security and the HR center of excellence. www.hrexaminer.com/security-series-7-the-hr-security-center-of-excellence/

Jane Watson would like to help you understand toxic cultures. talentvanguard.com/2019/02/03/understanding-toxic-cultures/

Red Branch Media wants to tell you which social media platforms work best for your company. redbranchmedia.com/blog/social-media-platforms-work-best-your-company/

Ben Eubanks celebrates the 50th episode of his podcast. upstarthr.com/were-only-human-50-hitting-a-milestone-plus-special-guests/

Wendy Dailey talks to Aiko Bethea about #HRUprise and the conversation about HR, women, the LGBTQ+ community and other topics that will fascinate you. mydaileyjourney.com/2019/02/08/hrwonderwomen-episode-4-with-aiko-bethea/

Jonathan Segal is writing about Valentine’s Day and kindness. blog.shrm.org/blog/valentine-s-day-and-kindness

Here’s what Katrina Kibben learned by writing 60 job posts in 60 days. katrinakibben.com/2019/01/15/what-i-learned-job-postings/

John Baldino is writing about choosing happiness, excellence, and intentionality. humareso.com/2019/02/12/really-dont-care/

HR Bartender writes about the next challenge in the workforce—loneliness. www.hrbartender.com/2019/employee-engagement/loneliness-workplace/

Dan Miller at Globoforce writes about storytelling, the Grammy’s and Michelle Obama. resources.globoforce.com/globoforce-blog/michelle-obama-builds-on-storytelling-theme-at-grammys

Claire Petrie also revisits 2018. clairepetriehr.com/2018/12/31/2018-revisited/

Dave Ryan writes about ageism and being a white guy. www.performanceicreate.com/ageism-a-white-man-intro-to-discrimination/

Ginny Engholm writes that the future of content marketing is female. managingeditor.com/future-of-content-marketing-feminine/

Carlos Escobar helps us to be more patient, say thank you, and contribute a little more to the world. cescobar.com/2019/02/01/5-reads-how-to-be-a-more-patient-person-say-thank-you-no-excuses-how-to-exclude-people-from-projects-and-more/

Achievers submitted an interview with Lauren Brittingham of BayHealth Medical Center. www.achievers.com/blog/2019/01/a-recognition-moment-an-interview-with-lauren-brittingham-of-bayhealth-medical-center/

William Tincup shares the top 25 reasons the HCM industry wants Workday to implode. www.linkedin.com/pulse/top-25-reasons-hcm-industry-wants-workday-implode-william-tincup/

Paul Hebert believes that ageism is real and it’s your fault. fistfuloftalent.com/2019/02/ageism-real-fault.html

Madeline Laurano gives us a look ahead at talent acquisition. www.aptituderesearchpartners.com/2018/12/07/talent-acquisition-a-look-ahead/

The Recruiting Animal interviews Robert Smith, not from The Cure. www.blogtalkradio.com/animal/2019/02/06/robert-smith-partner-at-rockstarfindercom

The folks at Limeade want you to know why they love Tim Gunn. Spoiler alert: he’s keynoting their conference. www.limeade.com/2019/02/why-we-love-tim-gunn/

Jeanette Bronée wants you to create remarkable relationships. pathforlife.com/create-remarkable-relationships/

Yvonne LaRose writes about OD and Title VII Consulting. consultantdesk.blogspot.com/2019/02/od-and-title-vii-consulting.html

Greg Poulin gives us an article about HR and benefits trends for 2019. medium.com/@goodlyapp/latest-hr-myth-busted-by-human-resource-experts-14b67e05a1a3

Nicole Roberts wants to motivate us and tells us to do it, anyway. hrwithoutego.com/2019/01/09/do-it-anyway/

Ryan Estis shares the traits of mindful leaders. ryanestis.com/personal-growth/the-mindful-leader-inside-ey/

Neil Morrison leaves us with this thought: we need to embrace the truths that hurt. change-effect.com/2019/02/11/we-need-to-embrace-the-truths-that-hurt/

Like what you read? Want to read more? Check out the Carnival of HR twitter account and write something interesting for next month’s edition!

The post Carnival Of HR: February 2019 Edition appeared first on Laurie Ruettimann.

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I recently welcomed Dr. Julena M. Bonner to my podcast, Let’s Fix Work. Dr. Bonner is an Assistant Professor in the Management Department of the Jon M. Huntsman School of Business at Utah State University.  She recently wrote a research paper on unethical employee behavior and creating an ethical environment in your company. In layman’s terms that means she researched why employees do things like spit in people’s food or assault customers who mistreat them.

Not only did we talk about why employees participate in this kind of bad behavior, but Dr. Bonner also provided some sound advice for employers, managers, and organizations that will help them mitigate it too. And guess what? It all comes down to company culture and ethical work environments.

So how can organizations be sure the employees they hire won’t spit in a customer’s food? Dr. Bonner says first we must, “disrupt this process.”  Her research found that companies that cultivate and maintain an ethical culture, a culture where employees perceive that the policies, practices, and procedures strongly underscore ethical principle, can help disrupt this intuitive process of doing bad things. Why is this so? Dr. Bonner says because by being surrounded by ethical policies and practices, people tend to think more naturally about the ethics of the situation.

The next question that comes up after learning how to mitigate this bad behavior is, “Well, how can we create an ethical environment for our company? We do have an ethical code of conduct. That should be enough. Right?”

Not exactly. As Dr. Bonner points out, it’s important to understand that having a statement of conduct or ethical code of conduct does not mean you have an ethical working environment.

True ethical cultures where informal values are exemplified come from leaders, from the top down. That’s right, folks, ethical environments start with leaders.

Leaders play an important part in developing and maintaining an ethical culture. Dr. Bonner explains that’s why it’s so important for organizational leaders to develop themselves as ethical leaders. In doing so, they put themselves in a position to role model ethical behavior, which in turn builds an ethical climate.

Dr. Bonner summed it up best when she said, “When a work environment has a strong culture of ethical behavior to your formal policies and informal values exemplified by other employees and managers, employees are more likely to control their reactions and behave professionally when they’re mistreated by the customer.”

The bottom line is this: Ethical culture can help mitigate employee responses to customers who mistreat them. And Dr. Bonner is optimistic about this approach.

So is it time for you to fix your work environment? If so, listen to my full conversation with Dr. Julena M. Bonner.  In addition to discussing ethical environments and how to foster good employee behavior, we talk in-depth about moral philosophy, Dr. Bonner’s research, and more. Listen to our full conversation here.

The post Creating an Ethical Environment in Your Company: Leaders, It Starts with You! appeared first on Laurie Ruettimann.

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We’re proud to be sponsored by Ultimate Software. They’re a leading cloud provider of people management solutions with a commitment to continuing education for HR, talent, and payroll professionals.

Ultimate Software is hosting dozens of free educational HR workshops around the country. Check out ultimatesoftware.com/LFW for more information on how to earn free HRCI, SHRM, and APA recertification credits.

Martin Moore is the founder and CEO of Your CEO Mentor. He is a successful CEO who has already walked the path of leadership and is now sharing what he knows about leadership with others.  He is the “leader from down under,” and is also my guest this week on Let’s Fix Work.

In this episode, Martin and I talk about the five ways to kill your leadership career, the core skills needed to be an effective leader, as well as, the state of leadership today. So if you’re looking to improve your leadership skills and want to hear from a man who knows a thing or two about leadership (and has a killer Australian accent), sit back and enjoy this episode of Let’s Fix Work.

In this episode you’ll hear:

  1. Core leadership skills needed in the workforce today
  2. How to know if you’re ready for leadership
  3. Tips for delivering feedback or receiving feedback when a conflict arises
  4. How to avoid ambiguity as a career killer
  5. Being mindful and focused as a leader and the need to carve out time for mindfulness
  6. Martin writes that far too many leaders are working at the wrong level. He explains what this means
  7. Martin shares what Your CEO Mentor is and the programs it is bringing to leaders in 2019 and beyond
  8. Why resilience is so important to being a CEO and leader
  9. The importance of integrity and character
  10. Creating a company culture from the top down

“There are five basic skills for a leader. The first of those is communication, and when I say communication it’s not just talking, because all leaders can talk. It’s about listening and understanding the people that you’re talking to. And, you need to have the ability to get the most out of your people by having the leadership dialogue that brings out their best.” ~ Martin Moore, Founder and CEO, Your CEO Mentor

“Leadership drives culture and culture drives performance.”  ~ Martin Moore, Founder and CEO, Your CEO Mentor

Resources from this episode:

Thank you to our sponsor: Ultimatesoftware.com/LFW
Martin Moore’s website: www.yourceomentor.com
Connect with Martin on LinkedIn:  www.linkedin.com/in/martin-moore-075b001/
**Listeners Receive a 15% discount to Martin Moore’s Leadership Beyond the Theory program: courses.yourceomentor.com/courses/lbt Use Discount Code LFW15 (Code is valid from Feb. 1st-28th. Class starts on Monday, March 4th)

The post Five Ways to Become An Effective Leader with Martin Moore appeared first on Laurie Ruettimann.

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Super excited to announce that Ultimate Software is sponsoring Let’s Fix Work for the next few months.

Ultimate Software is an American technology company that develops and sells UltiPro, a cloud-based human capital management solution for businesses. That’s payroll, HRIS, talent management, engagement, employee experience, and all the nerdy stuff that goes along with getting you paid and making sure you love your job.

It’s a significant achievement because Ultimate Software has never partnered with a podcaster before, and they trust me enough to collaborate on Let’s Fix Work over the next 12 weeks. We have fabulous guests lined up including Armen Berjikly and Rana Hobbs, along with Kevin Kruse and Dan Pink.

(Okay, maybe not Dan Pink. His people keep turning me down, but, nevertheless, I’m persisting!)

I’m also eager to spread the world about Ultimate Software’s free HR workshops where you can improve your skills and earn HRCI, SHRM and APA recertification credits.

It’s so important to stay current in the field of HR, and these free and local courses will help you learn and network at the same time. Click here for more information —> www.ultimatesoftware.com/LFW

So, please help me welcome Ultimate Software to the Let’s Fix Work family. They’ve been named as the best places to work in tech, they scored 100% on Human Rights Campaign Foundation’s 16th Annual Scorecard on LGBTQ Workplace Equality, and they are a Great Place to Work® Certified Company.

It’s an honor to work with an organization that’s walking the talk and fixing work!

The post Ultimate Software & Let’s Fix Work appeared first on Laurie Ruettimann.

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What is SHRM?

The Society for Human Resource Management (SHRM) is the world’s largest HR professional society, representing 300,000 members in more than 165 countries. You can find their website here: shrm.org

What is the purpose of SHRM?

According to the SHRM website, “SHRM provides education, thought leadership, certification, community, and advocacy to enhance the practice of human resource management and the effectiveness of HR professionals in the organizations and communities they serve.”

Where is the SHRM headquarters?

The SHRM headquarters are in Alexandria, VA. The SHRM address is 1800 Duke St # 100, Alexandria, VA 22314. The last time I was there, it was an office building with a small bookstore in the lobby.

You can find them on a map here: goo.gl/maps/corKMCPRARu

Who runs SHRM?

Johnny C. Taylor, Jr., SHRM-SCP is the President & CEO. Mary Mohney is the Chief Financial Officer. Emily M. Dickens, J.D. is the Corporate Secretary and Chief of Staff. Jeaneen Andrews-Feldman is the Chief Marketing and Experience Officer. James L. Banks, Jr., J.D. is the General Counsel. Nick Schacht, SHRM-SCP is the Chief Global Development Officer. Alexander Alonso, Ph.D., SHRM-SCP is the Chief Knowledge Officer. Jessica Perry is the Chief Digital Officer. Marc Goldberg is the Chief Technology Officer. Wendi Safstrom is the Executive Director of the SHRM Foundation. Lisa Connell is the Executive Director of HRPS. Lynn Shotwell is VP and Head of Global Outreach & Operations. Achal Khanna is the CEO of SHRM India & Business Head of Asia Pacific and MENA. Mike Aitken is SVP of Membership.

Sean Sullivan is the new Chief HR Officer of SHRM, which has to be the most meta-HR job out there.

You can find the leadership email addresses here: www.shrm.org/about-shrm/Pages/default.aspx

Who is on the SHRM Board of Directors in 2019?

Right now, the Chair is David Windley, SHRM-SCP. Other directors include Coretha M. Rushing, SHRM-SCP, Johnny C. Taylor, Jr., SHRM-SCP, Janet Alberti, Melissa Anderson, Sally Hornick Anderson, SHRM-SCP, Michelle Bottomley, Steve Browne, SHRM-SCP, Thomas W. Derry, Johanna Söderström, Patrick Wright, Ph.D., and Gretchen Zech, SHRM-SCP.

You can reach the group at Board@SHRM.org with any questions.

Is SHRM political?

Depends on who you ask, but they tend to mimic and mirror the US Chamber of Commerce in many ways.  In advance of the SOTU, SHRM just published a report about the “world of work” and immigration.

Why should I have a SHRM membership?

A SHRM membership gives you access to content, courses, materials news and conferences to help improve your core competencies in HR. Additionally, a SHRM membership provides access to a community of like-minded individuals who care about the field of Human Resources.

Does a national SHRM membership cover my SHRM state council’s dues?

No, you must join your local and state SHRM chapters separately.

How much are SHRM membership dues?

SHRM Professional Membership is $209/year. Global membership is $95 if you live outside of the United States, and you can pay in Rupees.

What is a SHRM certification? How do you become SHRM certified?

SHRM offers testing and credentialing for business professionals who demonstrate an aptitude in the field of human resources. You must pass an exam to become SHRM certified; from there, you can recertify using continuing education credits.

Which SHRM test should I take?

There are two types of SHRM certification: the SHRM-CP and the SHRM-SCP. You can learn more here: www.shrm.org/certification/

What is the SHRM Certification test like?

According to the SHRM website, “The SHRM-CP and SHRM-SCP exams contain two types of multiple choice questions: stand-alone knowledge-based items that assess a candidate’s knowledge and understanding of factual information, and scenario-based situational judgment items that assess a candidate’s judgment, application, and decision-making skills.”

See their webpage for more information: www.shrm.org/certification/

Is the SHRM certification the same as an HR certification?

No, there are various types of HR certification tests. Please visit the websites of HRCI, CEBS, APA or explore getting your MBA, which is the ultimate HR certification.

Why is the SHRM certification important?

SHRM certification is essential if an employer asks for the credentials in a job description.

Where to buy the SHRM learning system?

You can buy the SHRM Learning system anywhere online or on Amazon.

What is a SHRM conference?

SHRM conferences are structured events where business-focused speakers provide insights and ideas to audience members who want to learn more about the topics relate to the field of HR.

Events are open to members and non-members for various rates. Find SHRM events and how much SHRM conferences cost here: www.shrm.org/events/pages/default.aspx

Where is the 2019 SHRM Conference?

The 2019 Annual SHRM Conference & Exhibition is in Las Vegas, NV.

Where is the 2020 SHRM Conference?

The 2020 Annual SHRM Conference & Exhibition is in San Diego, CA.

What are SHRM webcasts?

Per the website, “SHRM webcasts cover important HR and workplace topics such as hiring, recruiting, onboarding, certification, labor laws, open enrollment, benefits, interviewing and more.”

You can learn more here: www.shrm.org/learningandcareer/learning/webcasts/pages/default.aspx

Are SHRM webcasts free?

Many if not all of them are free.

Per the website, “Most SHRM Webcasts are available for three months after their live broadcast. Unless otherwise noted, these programs are approved to offer professional development credits (PDC) for SHRM-CP and SHRM-SCP credentials. SHRM webcasts are also approved by the HR Certification Institute for recertification credit hours. Programs approved for HRCI business credit or Global HR credits are indicated after the program date.”

You do not need to be a member to listen to these webcasts.

Can SHRM help me calculate a turnover rate?

If you are a member, you have access to information on how to calculate the turnover rate.

Can SHRM help me document reasonable suspicion?

Yes, if you are a member, SHRM can help you document reasonable suspicion. Here’s the article.

Want more SHRM information? Visit shrm.org today. Please send HR-related questions to hello@letsfixwork.com and Laurie will try to answer them.

The post “What Is SHRM” and Other Questions Answered appeared first on Laurie Ruettimann.

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