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#WeToo Need More Than Compliance

Over 50 years ago, the Civil Rights Act of 1964 outlawed discrimination based on race, color, sex, religion or national origin. Nearly 20 years after that, The United States Supreme Court formally recognized sexual harassment as a form of discrimination under Title VII. As time went on, the law changed and adapted to protect against even more types of discrimination. This was seen as progress; a strong and moral direction for the country and for all organizations. With all of the many activities centered on compliance, employers and employees should expect less discriminatory behavior.

HR Reflections and 2018 Trends

As the year comes to a close, it is important to reflect on the year, set intentions for 2018, and see what the New Year has in store for us in the world of human resources. This year, we have seen HR issues dominate the spotlight in the media –sexual harassment, gender pay inequalities, discrimination and more.

Pay Matters: Answers to Common Pay Puzzlers

Compensation can be a very challenging area to navigate. Two of our compensation experts, Jennifer Blake and Joel Myers, have answered common pay questions they receive from our clients.

Clear Leadership Vision - Interview with Brad Federman

Shelley Baur, Author, Speaker & Workshop Facilitator of Integrity-Based Communications, interviewed FHSG COO Brad Federman:

"I would give all the wealth of the world, and all the deeds of all the heroes, for one true vision."

That was the response Brad Federman gave me when I asked for his favorite leadership vision quote, attributed to Henry David Thoreau.

Shhh! We Don’t Talk About Pay

An international compensation consulting firm recently conducted a survey of 207 organizations regarding their compensation communications practices. They found that nearly 40% of companies that utilize salary range structures do not share salary range information with employees. Twenty-two percent limit information to an employee’s own salary range and ranges for other jobs within the career family. Only 13% are transparent about their organization’s pay plan.

Training ≠ Development

According to an article in the October, 2016 edition of Harvard Business Review titled “Why Leadership Training Fails – and What to Do About It”, American companies spend $160 billion on employee training and education. Included in this figure are billions of dollars spent on leadership skills development. Yet, when asked if such programs have a lasting impact on long-term success, many CEO’s say “No”. Why are these programs so ineffective?

So You Want to Change Your Culture

Which came first, the chicken or the egg? We could ask a similar question about an organization’s culture. Is culture a manifestation of “how we do things around here” or does culture set the tone for actions that follow? Do we change culture by tackling it directly, or do we start elsewhere and allow culture to evolve? You might ask “what difference does it make?”, but with so much business literature dedicated to defining and shaping culture and corporate culture gurus speaking at global conferences, the matter of culture is perceived to be very important.

Good House Rules Lead to Good Hires

When I became a first-time dog owner, I went out and bought a dog training book. One of the things I learned was just because a dog is small, and maybe even cute, doesn’t mean it should be allowed to jump on furniture and people at will. Pet owners are usually more conscientious about training large dogs because it’s an obvious no-no for a 100-pound canine to jump on small children and frail adults. But small dogs often get away with bad manners because they don’t really hurt anyone; they just come across as rude or pesky.

Welcoming Without Offending

Recently, a client asked for guidance regarding how to incorporate new employees into a workplace where employees have worked together for years and treat one another like family. Many of the employees in this company have spent years working side by side, attending each other’s weddings, watching each other’s kids grow up, and supporting one another through illnesses. The culture of this organization is one of the intangibles that creates employee loyalty and results in low employee turnover.

Performance with Purpose - the Magic Sauce

Memphis barbeque is nationally recognized as a culinary delight. Just having the word “Memphis” associated with an eating establishment’s name and/or menu inspires a sense of anticipation. The smoky flavor and special sauce, a vinegar-based concoction that pleases the pallet, defines the taste.

For barbeque, the secret combination of flavors captured in the name “Memphis” will help ensure an establishment’s success. But what is the secret sauce found in many of today’s best leaders and companies that helps achieve long term success? The answer is Performance with Purpose.

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