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Get the latest news and views on the NCHRA HR West Blog. Our goal, as always, is to connect Bay Area HR professionals with valuable practice resources and best practices information, news and views in an effort to support training, legal and legislative developments, quality service providers, and HR professionals--helping them to form career-long networks and partnerships.

 

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Why Targets of Harassment Keep Quiet, and What You Can Do to Avoid a Matt Lauer Situation

Posted By Editor, Laurie, Wednesday, December 6, 2017
Updated: Wednesday, December 6, 2017

Contributed by Catherine Mattice, HR West 2018 Speaker

In the last few months, a long list of perpetrators of harassment have emerged from politics, Hollywood, and television. Most recently, it was Matt Lauer, a familiar face that has graced the television screen of nearly every home in America. What is going on? And why in the world is all of this only now coming out?

Continue reading on the HR West Blog.

 

Tags:  effective leadership  harassment  harassment in the workplace  HR Leadership  HR West 2018  HR West Speaker  human resources management  Leadership  management 

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HR TechXpo to Showcase the Intersection between HR and Technology

Posted By Editor, Laurie, Tuesday, August 1, 2017
nchraandwagglinnovatehumanresources.jpg

The San Francisco Bay Area is the Home of Innovation in Human Resources 

Are you ready? NCHRA will present the HR TechXpo on August 25th in San Francisco! 
 
Producing over 100 events annually and give professionals an opportunity to network and explore what’s new in HR, the Northern California Resources Association (NCHRA) has been providing education and inspiration for HR professionals to the Bay Area since 1960.

Attendees will be able to explore live demos and hands-on opportunities that cover the A-Z of HR technology from early stage startups to enterprise-sized providers.

The unique set-up of the event offers a low-pressure setting to seek out the right partner for your organization.

Partnering together, NCRHA and Waggl recently produced a quarterly research pulse: The Voice of the Workplace.

Results from the Voice of the Workplace pulses have been widely distributed as cutting edge research throughout a variety of publications.

Attendees at HR TechXpo can expect to see a strong Waggl presence! 

The company will have representatives on site to answer your questions about how to incorporate Waggl into your organization.

Register today for HR TechXpo!  attend for FREE -- Enter the code “WagglPass” upon checkout. 

Read the entire article on the New HR West Blog.

 

Tags:  HR Leadership  HR Tech  HR TechXpo  Human resources management  Human resources technology  Waggl 

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Seeing Through The Smokescreen

Posted By Editor, Laurie, Wednesday, June 14, 2017
Updated: Wednesday, June 14, 2017

Join David Kovacovich at the NCHRA Compensation Conference, June 23rd in San Francisco, for a (what will prove to be) a lively session entitled, Trends, Best Practices and the Real World of Pay. Learn more and register here.

Dave’s mission is to educate HR Pros on business strategy, individual development and the ability to scale Human Capital Management technology to measure Employee Program success.

As I navigate my 10th year in the Human Capital Management space, I honestly don’t believe there has ever been a more exciting time in our industry!

Technology is vibrant and scale-able, workforce engagement has become of paramount strategic importance and new leadership minds are empowering HR Professionals to lead the charge in improving business process.

Read Dave's article on the new HR West Blog.

 

Tags:  compensation  employee engagement  human resources management 

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How to Reduce Stress at Work: Simple Strategies Anyone Can Follow [Infographic]

Posted By Editor, Laurie, Friday, March 31, 2017
Updated: Friday, March 31, 2017

There’s a silent killer in your workplace...

It lurks in the shadows, depleting your energy, sacking your concentration, and shaking your confidence.

Your co-workers talk about it in hushed tones (if at all),
and your boss is in denial of its very existence…

Its name?

Stress.

It’s no joke. Countless studies show that excess stress can
cause real physical symptoms like headaches,
upset stomach, increased blood pressure, chest pain,
and trouble sleeping.

That’s not to mention its role in mood disorders like
anxiety and depression.

This infographic below covers the alarming costs of workplace stress, the warning signs that signal you’re too stressed,
and 6 simple methods for reducing that stress
– so you can get back to kicking butt.

how to reduce stress at work infographic
 Jeff Murphy is the Director of Communications at SnackNation. (Obsessed with helping you create an Awesome Office.)


Tags:  employee health and wellness  employee retention  employee wellness  human resources management 

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Top 5 Ways for Organizations to Handle Negative Employee Feedback

Posted By Laurie A. Pehar Borsh, Thursday, April 7, 2016

97% believe that negative feedback from employees can be useful.


Waggl, a digital platform that offers companies a simple way to surface and distill real-time actionable feedback, recently designed an ongoing research project called The Voice of the Workplace. Waggl goes beyond the traditional survey by offering an extremely easy way to listen to many voices at once within an organization for the purpose of making it better. Its real-time listening platform creates a transparent, authentic two-way dialogue that gives people a voice, distills insights, and unites organizations through purpose.

This latest Voice of the Workplace survey was sent out through the Northern California Human Resources Association (NCHRA), InsiderHub, and Executive Networks over a two-week period (March 8 to 23, 2016). The three organizations helped comprise an external audience of some 500 business leaders, HR leaders and consultants. The survey participants were first asked whether or not they agreed with the following two key statements: 

1) “Providing an open forum for employees to offer candid feedback is essential for organizational improvement,” and

2) “Negative feedback from employees can be useful to help an organization improve.” 

An overwhelming 96% responded positively to the first statement, and 97% to the second.  The responses were fairly consistent across various sizes of organization, job titles, and geographic regions.

There was a unanimous agreement that negative feedback from employees can be useful. Over the years, Waggl has seen many instances of companies that have either ignored or attempted to eradicate negative feedback, usually with less than optimal results. 

The data from this also poll indicates that attitudes are shifting, with business and HR leaders alike becoming more open to candid feedback, and more receptive about how to work with it to make their organizations stronger.

The Voice of the Workplace also included a second, open-ended, question in this particular survey: “What is the most constructive way for organizations to handle negative feedback from employees?” 

Here are the top five answers that were crowdsourced with over 3,000 votes on Waggl:

1.  “Provide a response to those giving feedback to indicate that it was heard and understood; then describe action to be taken -- this may include no action, but providing feedback indicates that the input was carefully considered. Further information may clarify the situation about which negative feedback occurred. Responses must be respectful, and not defensive.

2.  “Listen, understand the real issue, probe into further information if needed to fully understand, and then address the feedback directly, honestly, and in a timely manner. Then ask if that helps or if there is further negative feedback.

3.  “Acknowledge and address openly and honestly - be transparent whenever possible - communicate, communicate, communicate.”

4.  “Ask employees to elaborate. Individual or small group. Be honest and transparent. Assume your employees are intelligent and honest people. The dialogue may be uncomfortable, but necessary to fill understandings of issues.

5.  “Acknowledge receipt of the feedback and try to understand its root cause. Be transparent about what the feedback was and what if anything can be done to address/ respond to it.

In the open-ended responses, a clear pattern emerged in which the participants advocated acknowledging the feedback in a transparent way---rather than hiding from it. They also sought to clarify and better understand the root cause, as well as take timely action to address the issues. 

 

Strong organizations “ACT” on feedback (A.C.T. Acknowledge, Clarify, and Take action).  They understand that to be the best possible version of their organization, they need to look to the wisdom in their own system, their own people. In some cases, the action taken might be explaining to employees why the decisions were made, which can be very powerful in building trust and alignment within an organization.

 

Waggl is typically used within organizations to collect and distill anonymous, real-time feedback from employees.  The platform provides a variety of templates for users to cultivate feedback, in only a few clicks.  Results are available immediately to administrators and participants in the form of easily digestible infographics.  Unlike traditional survey and polling platforms, Waggl creates a virtual dialogue with participants by asking open-ended questions where favorite responses can be ‘voted up.’  It’s fast and easy to share through multiple channels, and adds a fun, gamified aspect to the process of collecting feedback as shown below.

Tags:  employee  employee engagement  employee relations  employee wellness  HR  human resources  human resources management  NCHRA  stress management  Waggl  workplace 

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