Increasingly, HR professionals are considering contract work, which many within the workforce are migrating to. But contract work isn’t for everyone as success relies on a tolerance for risk as well as a personality that may have to be “on” more than you are comfortable with. Contract jobs can be a foot-in-the-door for a long-term job, but they can also become temporary lucrative and exciting career opportunities. They present the chance to try new things for a limited time or hone in on set skills and projects, allowing you to excel and change your day-to-day.
On “Joe Thomas Day” the Cleveland area celebrates a Browns legend. Thomas is certain to be inducted into the NFL Hall of Fame (HOF) in Canton, OH in five short years when he is eligible for pro football’s highest individual honor.
As “work at home” is on the rise, the common assumption is working from home takes its toll on employee engagement. With the number of remote employees jumping from 15% to 20% in the last four years, this could be cause for concern. The bad news is that it's not a matter of location that impacts engagement, because neither home nor office workers feel engaged.
Gallup reports that 30% of “fully remote employees” in the U.S feel engaged, compared to 33% of all employees in the US who reportedly feel that way. So, no matter where people work, they don’t feel engaged with their organization. And working from home only sees a slightly discernible engagement dip. This is glass “half full” news as more and more employees work remotely.
Young professionals are less likely to stay at their jobs for decades as did generations before them. According to ERC and Crain’s Cleveland’s 2017 Workplace Practices Survey, 50% of companies polled said their biggest challenges revolve around hiring and retaining talent while at the same time 27% say their greatest strength is their employees. 2
As the region’s leading HR staffing and consulting firm we not only look for the best and most passionate HR professionals to place with our clients; we want to work with those professionals on improving their workplaces. So, what does a passionate HR professional look like and why should you even care? Typically, the best professionals are enthusiastic about what they do with an infectious energy that makes their coworkers want to be better. As HR professionals, you’re often setting the tone for the entire organization. Realize that your actions – and even more so inaction – have a significant impact on the culture and strategy of your organization.
Do you share the following traits? We’ve found that the most passionate and successful HR professionals possess these traits. Ask yourself if you possess these skills to be the best HR professional possible.
Yesterday we presented our initial research findings from our first quarter survey of HR and payroll professionals. More than half (54%) surveyed expressed optimism as they say their industry is growing.
Recently Willory conducted a survey to try and receive some feedback from our own network of professionals to gauge the HR and payroll industries. We wanted to get professionals’ takes on where the current state of affairs in HR and payroll as well as explore what the future may hold.
As we journey along our payroll or HR career path we are encouraged to find a mentor – someone to be both a “consigliere” and advisor. This seasoned individual is someone who has been through many of the challenges younger HR and payroll professionals find themselves faced with. Don’t forget to consider how much a younger mentee can teach an HR professional some new tricks. Whether you would be the mentor or mentee, there’s lot to gain in a professional mentoring relationship for both parties. Mentors can learn about new trends, technology, etc. while they assist with the valuable advice commonly associated with mentorship. And while they are at it, mentors can help mentees careers soar.
Fortunately, chances are slim you will experience an employee reading you a list of 10 things they hate about you or your organization. But just because you aren’t in one of the greatest 90s teen dramas, doesn’t mean you shouldn’t care about how you’re turning off top performers. It’s hard to keep good people. It’s also easy to irritate people. As an HR professional, you know irritated and discontent people are more likely to move on. So how do we keep our best employees happy? It starts with respecting them enough not to make them unhappy.