5 for Friday: HR Best Pratices Edition

5 for Friday: HR Best Pratices EditionAs an HR leader it’s your job to manage change, provide feedback, keep up confidence and challenge employees. You have a lot on your plate, no doubt. But, nothing that can’t be handled with best practices and powerful leadership.

This week’s 5 for Friday brings you articles with advice and information on the latest in HR best practices.

  • 5 Ways To Keep It Real at Work. Forbes: “Many people have their ‘real’ selves and their ‘work’ selves. We pack away certain parts of our personalities and slap on our game face when we go to the office. Even ask yourself why? In some ways this is well and good. We don’t want to bring that fight with our spouse or rage against our noisy neighbor into work. But it’s a fine line – the darker experiences and emotions we all experience are part of who we are. It’s what makes us more interesting.”
  • Another Way to Motivate Employees: Try Building a Culture of Praise. TLNT: “You could try bonuses, regular reviews, occasional hand slapping, or something else, but here’s the one powerful idea many of us forget: Praise. Everybody wants to call out an employee’s bad behavior; too few remember to compliment the good. When your employees are surrounded by encouragement and affirmation about their efforts, they’re motivated to continue doing good work. So take a look at your workplace environment. Is this the type of culture you offer? It should be.”
  • Simple, Direct, Honest, Personal, and Blunt: How the 5-Word Performance Review Works Wonders. Fast Company: “The dreaded performance review–unless it’s “You’re fired!”–is often an unfocused, indirect thicket of bureaucratic language that is not helpful for either boss or employee. It can be an exercise that sheds little light but creates a lot of anxiety and resentment for everyone involved. When we caught up with Paul English, cofounder of Kayak.com, the travel search engine, to ask him about his five-word reviews we found out that there was a whole lot more to his philosophy of feedback.”
  • 12 Ways to Make Your Training Program a Hit. American Management Association: “It’s human nature to want to learn and develop…so why do so many employees avoid training programs like the plague? Here are 12 things you can do to get your employees excited about your training program.”
  • Manage Your Conflict and Manage Your Costs. PayScale: “In its pure form, conflict is nothing more than a difference in position (viewpoint) and desired outcome (goal). And productive conflict—which describes when two or more individuals of differing viewpoints are nonetheless focused on resolving the same problem for the same reason—is healthy and not to be discouraged. When individuals engage in productive conflict, the outcome is better solutions, positive energy expenditure, and team building.”

Link to original postOriginally published on MonsterThinking

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