Algorithmic Bias – What is the Role of HR?

How should HR professionals deal with the forthcoming algorithmic bias issue? Find out in this article.


Merriam-Webster defines ‘algorithm’ as step-by-step procedure for solving a problem…In an analog world, ask anyone to jot down a step-by-step procedure to solve a problem – and it will be subject to bias, perspective, tacit knowledge, and a diverse viewpoint. Computer algorithms, coded by humans, will obviously contain similar biases.

The challenge before us is that with Moore’s Law, cloud computing, big data, and machine learning, these algorithms are evolving, increasing in complexity, and these algorithmic biases are more difficult to detect – “the idea that artificially intelligent software…often turns out to perpetuate social bias.”

Algorithmic bias is shaping up to be a major societal issue at a critical moment in the evolution of machine learning and AI. If the bias lurking inside the algorithms that make ever-more-important decisions goes unrecognized and unchecked, it could have serious negative consequences, especially for poorer communities and minorities.”What is the role of HR in reviewing these rules? What is the role of HR in reviewing algorithms and code? What questions to ask?

In December 2017, New York City passed a bill to address algorithmic discrimination.Some interesting text of the bill, “a procedure for addressing instances in which a person is harmed by an agency automated decision system if any such system is found to disproportionately impact persons;” and “making information publicly available that, for each agency automated decision system, will allow the public to meaningfully assess how such system functions and is used by the city, including making technical information about such system publicly available where appropriate;”

Big data, AI, and machine learning will put a new forward thinking ethical burden on the creators of this technology, and on the HR professionals that support them. Other examples include Google Photos incorrect labeling or Nikon’s facial detection. While none of these are intentional or malicious, they can be offensive, and the ethical standards need to be vetted and reviewed. This is a new area for HR professionals, and it’s not easy.

As Nicholas Diakopoulos suggests, “We’re now operating in a world where automated algorithms make impactful decisions that can and do amplify the power of business and government. As algorithms come to regulate society and perhaps even implement law directly, we should proceed with caution and think carefully about how we choose to regulate them back.”

The ethical landscape for HR professionals is changing rapidly.

Read more.

Source:

Smith R. (15 February 2018). "Algorithmic Bias – What is the Role of HR?" [Web Blog Post]. Retrieved from address https://blog.shrm.org/blog/algorithmic-bias-what-is-the-role-of-hr

Algorithmic Bias – What is the Role of HR?

How should HR professionals deal with the forthcoming algorithmic bias issue? Find out in this article.


Merriam-Webster defines ‘algorithm’ as step-by-step procedure for solving a problem…In an analog world, ask anyone to jot down a step-by-step procedure to solve a problem – and it will be subject to bias, perspective, tacit knowledge, and a diverse viewpoint. Computer algorithms, coded by humans, will obviously contain similar biases.

The challenge before us is that with Moore’s Law, cloud computing, big data, and machine learning, these algorithms are evolving, increasing in complexity, and these algorithmic biases are more difficult to detect – “the idea that artificially intelligent software…often turns out to perpetuate social bias.”

Algorithmic bias is shaping up to be a major societal issue at a critical moment in the evolution of machine learning and AI. If the bias lurking inside the algorithms that make ever-more-important decisions goes unrecognized and unchecked, it could have serious negative consequences, especially for poorer communities and minorities.”What is the role of HR in reviewing these rules? What is the role of HR in reviewing algorithms and code? What questions to ask?

In December 2017, New York City passed a bill to address algorithmic discrimination.Some interesting text of the bill, “a procedure for addressing instances in which a person is harmed by an agency automated decision system if any such system is found to disproportionately impact persons;” and “making information publicly available that, for each agency automated decision system, will allow the public to meaningfully assess how such system functions and is used by the city, including making technical information about such system publicly available where appropriate;”

Big data, AI, and machine learning will put a new forward thinking ethical burden on the creators of this technology, and on the HR professionals that support them. Other examples include Google Photos incorrect labeling or Nikon’s facial detection. While none of these are intentional or malicious, they can be offensive, and the ethical standards need to be vetted and reviewed. This is a new area for HR professionals, and it’s not easy.

As Nicholas Diakopoulos suggests, “We’re now operating in a world where automated algorithms make impactful decisions that can and do amplify the power of business and government. As algorithms come to regulate society and perhaps even implement law directly, we should proceed with caution and think carefully about how we choose to regulate them back.”

The ethical landscape for HR professionals is changing rapidly.

Read more.

Source:

Smith R. (15 February 2018). "Algorithmic Bias – What is the Role of HR?" [Web Blog Post]. Retrieved from address https://blog.shrm.org/blog/algorithmic-bias-what-is-the-role-of-hr

What’s ahead for HR technology?

As technology modernizes business, HR has worked hard to keep up. In 2017, there were numerous innovations, so we can't wait to see what 2018 brings! Check out this article from Employee Benefit Advisor on some trends in HR Technology this year.


The past year saw a number of HR technology innovations and significant product introductions — and 2018 promises to bring about even bigger changes.

“The whole field of HRIS is really exciting right now,” says Vanessa DiMauro, CEO of consulting firm Leader Networks and a Columbia University faculty member. “There is so much change and innovation happening.”

Indeed, experts contend, innovations in artificial intelligence and analytics, along with development in cloud, social and mobile technologies, are making HR systems more intelligent and more engaging.

So what will smarter, friendlier HR systems do?

To begin with, they’ll provide more targeted support for employees by helping them gain access to the benefits and services they need. Employees with a new baby, for instance, would not only have their benefits packages updated automatically, but would also receive alerts and recommendations for store discounts, childcare facilities and other products and services geared toward helping them better manage their new family responsibilities.

Smarter HR systems also will deliver the type of workforce analytics that employers need to make better staffing decisions. The manager of a chain of convenience stores, for example, might want to schedule employees who have demonstrated a higher level of job performance for the late shift, because they can be counted on to close a store. The supervisor at a large hospital, on the other hand, might look to assign the facility’s most reliable employees — those who are more likely to show up for work on time — to care units that need to remain in compliance with their government-mandated staffing requirements.

But automatic updates and more efficient workforce scheduling are only two ways in which the latest digital advances will enhance human capital management. There are many others, including:

  • Increased employee retention and more effective recruitment.
  • Less biased performance management and KPIs.
  • Improved knowledge sharing and employee collaboration.
  • Greater workforce diversity and inclusion.

To illustrate this, DiMauro points to a new set of talent acquisition tools aimed at helping employers take advantage of underutilized labor pools by increasing the diversity of their workforce. These include applications to help improve outreach efforts to military veterans and people with disabilities, among other populations.

Offering another example, she cites an emerging category of applications designed to minimize gender, ethnic and other forms of bias, when it comes to performance reviews and considering employees for raises and promotions.

Building a smart system

What gives these new applications their power and joins them together, as part of an integrated HR information system (HRIS), is their ability to feed and draw from the same set of employee records. Building this smart HR system — and setting forth on the employer’s digital “journey,” of which it is a part — is likely to begin with the deployment of an employee-collaboration or knowledge-management platform that serves as the hub for all of the employer’s future HR tech endeavors.

The knowledge platform is linked through a single sign-on to the organization’s employee records database. HR staffers and other employees can organize the information into groups, which employees can join. A new hire might begin by logging into the “new employee orientation” group, which might auto-join the employee into a “benefits” group or a “training” group.

Over time, employees can continue to be auto-joined to different groups and auto-fed applicable content, as they experience different life events (such as a home purchase) or reach various milestones (such as a promotion) in their careers. Each of the groups might be built around a corresponding app — some of which might be designed for a mobile device.

Utilizing a hub and spoke model, different HR applications can be added to the system and tied into the employee database. In this way, employers are able to incrementally build out a 360-degree HRIS “wheel” that eventually includes performance reviews, employee engagement portals and talent acquisition tools that auto-reward employees for successful referrals.

The auto-classification and auto-taxonomy features embedded in the collaboration platform and corresponding apps, DiMauro explains, eliminate many of the purely rote administrative tasks that HR is saddled with today.

Meeting employee needs

Citing consumer research, the consultant notes that most customers — including most employees — want to self-serve. “Who wants to wait until morning, if you have a middle-of-the-night problem?” she asks. “When employees can readily find their own answers to less complex questions, that is a win-win for both the employee and the HR rep who would’ve had to handle the request.”

Behind all these innovations are a number of new technologies that will continue to gain steam in 2018. The most important of these is the cloud.

“From a technology standpoint, this is the biggest trend in HRIS,” says Lisa Rowan, vice president for HCM and talent management at market researcher International Data Corp.

Cloud-based HRIS solutions, which are hosted at remote facilities and maintained by the service provider, offer employers many advantages over traditional on-premise solutions that they had to maintain themselves. Chief among these are lower maintenance costs, faster transaction times, a more streamlined and easier-to-use interface, and software that is always up to date.

Human resource execs are embracing applicant tracking, training management, performance management and other software applications.

Keeping HRIS software current is important, if the employer wants to take advantage of other leading-edge technologies as they become available, including more graphically-oriented, intuitive applications for complex undertakings like a benefits enrollment. But it does require certain tradeoffs.

Traditionally, if an HRIS system didn’t support the precise way an HR organization handled a given task or function, custom software code would be written to adapt the system to the process. This was expensive and time-consuming, and forced companies to delay adopting new versions of the software, since every upgrade required complex rewrites of their customized code. Cloud-based systems eliminate these requirements and are much easier to deploy, but the HR department must adapt to the workflow prescribed by the system — and not the other way around.

As cloud-based systems become prevalent, says Rowan, “HR professionals will have to face the fact that they will have to do things a little differently to fit within the scope of a configurable, but not customizable, system.”

The cost efficiencies and operational advantages associated with a cloud-based system pave the way for other break-through HRIS technologies as well. Chief among them are:

  • Social media, which offers employees new ways to share work and collaborate, and provides employers with new tools for disseminating their message and attracting job candidates.
  • Mobile devices, which let employers tailor their outreach to select groups of employees, and allow employees to clock-in, enroll for benefits and handle many other tasks remotely, at a time and place of their choosing.
  • Artificial intelligence, which is paving the way for new and different ways to respond to employee demands. Chat boxes, for instance, will soon replace human operators at HR call centers. Employees who phone or text in will still feel as though they are dealing with a person, but it will be a computer algorithm at the other end of the line.
  • Data analytics, which give HR pros tools to gauge and influence employee behaviors, improve open enrollment outcomes and deepen employee engagement. But data analytics can also be utilized in a more strategic manner: By correlating workforce composition and activity with specific business outcomes, employers can systematically reshape their workforce to improve those outcomes.

“Analytics allow employers to identify useful trends by asking simple questions,” explains Bob DelPonte, general manager for the workforce ready group at Kronos, a provider of human capital management products and services. “For example, what’s the turnover rate for employees who live more than 20 miles away from work, compared with those who live less?”

The answer, he says, can inform the employer’s hiring and scheduling decisions. “Why risk losing a hard-to-replace employee because you’re forcing her to travel farther than she needs to, if you have the option of transferring her to a closer facility?”

Proceeding with caution

While technologies like artificial intelligence can be a boon to HR, they can also pose challenges. By increasing automation, AI will free HR staff from many repetitive tasks, allowing them to focus on more strategic concerns. But analysts like Rowan are not demure about the fact that some HR staffers will also be replaced by the software.

“How does that play out?” she asks. “You have HR personnel today who are geared toward answering phone calls, and when there are fewer calls, they may no longer be needed. There’s no point to sugar-coating that reality. There are HR professionals that need to think about re-skilling themselves.”

DiMauro also offers a word of caution. “It’s important that HR executives don’t get drunk at the bar of tools. There are so many new applications,” she says, “that they need to keep their wits about them and determine what they really need. Look for the right tool to solve the problem. Don’t just collect and decorate because it’s all out there and available.”

Read the original article.

Source:
Kass E. (17 January 2018). "What’s ahead for HR technology?" [Web Blog Post]. Retrieved from address https://www.employeebenefitadviser.com/news/whats-ahead-for-hr-technology?feed=00000152-175f-d933-a573-ff5f3f230000

Communication. HR’s Ticket to Success

Effective communication within the workplace is a key to a successful business. One of our main initiatives this year is to look into creative ways to effectively communicate with employees. In this article, SHRM focuses on HR, and the importance of communication between HR professionals and employees.


HR Professionals are awesome in many ways. We do great work, for majority of us, we do it not because it’s a job, but because it is truly what we love. Unfortunately, even the greatest HR professional can have down falls, and one might be, not being able to communicate effectively.

Learning to communicate is a key skill for HR professionals, but we sometimes forget one part of communication. Listening.

It’s Monday afternoon, you’re deep in your office, catching up on what happened over the weekend. You’ve already made your rounds, talking to coworkers or being out at the field site, and then you get a knock on the door. An employee is there asking if you, “Have a minute” to discuss an issue he or she is having, and you clear off the desk and break out your notebook to.

We are listening and then we start playing out different options in our head and we stop. We start asking questions in the middle of the employees’ issue because we want to solve it or it’s something we think we’ve heard before, so we automatically know what needs to happen. STOP.

Stop trying to fix an issue before you’ve heard the entire story.

Stop tuning out because you think you already know the answer.

There is enough data to show employees won’t come to HR because they have had, or heard, a bad experience, they don’t think they can trust us or what we “plan” to do, and they don’t think we listen to their concerns.

Here is what you should do:

Allow the employee to finish everything they need to say. Take notes while you’re listening to them and then get clarity at the end. This way, you have their entire story, the one they’ve played out in their head over and over before they walked in your door. Do not go automatically on the attack, unfortunately, this can be very hard for HR, we are trained to question everything. Listen clearly to everything they are telling you, all the people they’ve named, and sometimes what they think should happen. Listen to what they are experiencing and once they are done, then start the investigation or solutions to how they can fix a problem that they might be having.

Communication in HR will be one of the keys to turning around peoples view on the HR department, if we are willing to listen completely.

 

Source:

Wilkes J. (8 January 2018). "Communication. HR’s Ticket to Success" [web blog post]. Retrieved from address https://blog.shrm.org/blog/communication-hr-s-ticket-to-success


5 Tips to Improve the Employee Experience from an Employee Happiness Director

From SHRM, here are some helpful tips to improve happiness within your workplace.


 

Gone are the days of delighting customers at the expense of employees. Organizations today understand the value of employee happiness and are increasingly looking for ways to attract and retain top talent. This includes delighting employees at every touch point along the way from orientation and beyond.

And while this may mean something different for every organization, the following few tips may help to improve the employee experience, and if your employees are happy, your investors, customers and clients will follow.

Find employees who follow your north star. Hire employees who align with your core values. Our organization is mission-driven and focused on transforming lives. As a result, we look for good eggs who are driven by doing something for the greater good and leaving the world a better place. Big egos need not apply.

Prioritize happiness. Happiness means something different to every employee. Encourage your employees to find what makes them happy and prioritize that. Employee happiness is our CEO’s number one priority, so we held a workshop to design our culture of happiness together with input every single employee. We now measure employee happiness monthly and look for ways to delight our employees at every turn.

Ask and you shall receive. We constantly ask our employees about what’s working, what’s not working and how we can come together to build a culture of happiness through weekly, anonymous surveys. This provides leadership with valuable insights and empowers employees at all levels to help create an environment where we will thrive. Commit to delivering on employee suggestions that impact happiness when you can. You may not always be able to implement a suggestion but always ensure that the employee’s input is valued and was heard by leadership.

Be culturally relevant. While some may appreciate yoga breaks during all company meetings, others may want time off to volunteer with family and friends. Get to know your employees and understand what is truly meaningful to them. And always check back - life moves fast and personal priorities shift. Make sure your benefits and perks evolve to keep up with your dynamic population.

Give that gold star. It’s not all about perks. Offer work that’s challenging, acknowledge a job well done and reward employees in creative ways that are motivating to them. A company that successfully fosters a positive employee experience reaps the benefits in the form of enhanced engagement, happiness, productivity and retention.

 

Read the original article.

Source:
Andrade C. (4 December 2017). "5 Tips to Improve the Employee Experience from an Employee Happiness Director" [Web blog post]. Retrieved from address https://blog.shrm.org/blog/5-tips-to-improve-the-employee-experience-from-an-employee-happiness-direct

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Why a Strong Employee/Employer Relationship Is Important

Tied to the success of a company is the loyalty of its customers. While this customer-first mentality is necessary for the continuation of a company, employers sometimes forget to honor another intrinsic element of success and growth — the employee and employer relationship.

Employers are not drill sergeants who belt out orders for employees to follow. Why waste all that employee talent by burning them out? Work to build a strong and positive relationship with your employees, and they will grow as professionals and give back tenfold.

  1. Rethink Hierarchy: Help Employees Navigate the Organization

Employees have a place in the hierarchy of the company, but that doesn’t mean anyone should feel less than another or be demoralized. Every leader must understand the functions of their organization and its politics. Your organization’s culture sets the precedent for the professional personalities it hires. It should be clear to each employee why they were hired and why they are the best fit for a particular role.

Unfortunately, many employees simply exist in the vacuum of a cubicle and may not grow out of it. They feel boxed in and clueless about how to navigate the hierarchy and how to climb the ladder of success. An employee may need hand-holding or to be left alone, but that’s not the employee’s fault.

An employer has to find a way to meet them in the middle. Each employee has a hierarchy of needs that should be addressed, such as good benefits to meet basic needs, a positive work environment, a sense of place to develop a feeling of belonging and a way to become professionally self-actualized.

  1. Invest in Employee Networks and Loyalty

Just because you’ve moved up the ladder as a leader doesn’t mean you stop building relationships with those around you, including those under your supervision. You are a model of success for your employees, and you never know where your paths will lead or cross in the future.

Do your employees feel they can trust you? Do you empower and equip them with tools necessary to boost their influence and opportunities for success? Employee interoffice relationships and networks sculpt their reputation over the course of their careers.

Invest in employee networks to build loyalty and employee morale. Leaders should encourage networking inside and outside of the office. By strengthening influential networks, your employees will feel confident about their professional objectives and goals. They must learn that even professional relationships are not mutual all the time, and this negative exchange should be avoided. Loyalty is earned and learned when employees align with others who reciprocate support in networking, and that’s first gained from the employer.

Leaders should look at their own professional paths as an example for personal consideration. Name three others that have been in your network for years, and ask yourself if these are reciprocal relationships. Retrace the steps of your career, and remember leaders who held you back and why. Don’t be that leader. When employees climb the ladder, they will be in your network. Maintain reciprocal relationships with your employees, and teach them to do the same with others in their network.

  1. Broaden the Scope of Employee Experience

Don’t let employees become bored with their jobs. Of course, there are mundane tasks to every role that feel like chores, but employees should be allowed to challenge their knowledge. Let employees develop their skills by teaching them how to do the job of a leader. Broadening the scope of an employee’s experience prepares them for what comes next in their career, and they won’t fall short of expectations or feel their ambitions are neglected by an employer they trusted.

Many employers feel an employee should only understand what’s in their job description and nothing beyond fulfilling those duties. Wasn’t that why the employee was hired in the first place? An excellent leader sees the employee for their ambition and ability to grow, and then teaches them about the ecosystem of the workplace to advance.

Encourage employees to step up to the plate, beyond being a bench warmer, and take a swing at a big project or pitch an idea at a meeting. When an employee has the confidence to speak out and act independently, they gain the confidence to take risks, make involved decisions and lead.

Strong employee/employer relationships are vital to the success of the organization. The people and their relationships behind the scenes are the gears that move the mechanism of your company.

When your employees do their jobs well, achieve a new goal or do something successfully, reward them with networking opportunities and better benefits. Make the employee and employer relationship a strong and reciprocal one to be remembered for an entire career.

 

Read the original article.

Source:
Craig W. (20 September 2017). "Why a Strong Employee/Employer Relationship Is Important" [Web blog post]. Retrieved from address https://www.forbes.com/sites/williamcraig/2017/09/20/why-a-strong-employeeemployer-relationship-is-important/#480edb564d91


5 Tips For Employers To Earn Respect From Employees

Today, we are going to take a look at how to make respect something that revolves around the workplace. Use these tips to help you identify if you're doing what you need to do to earn and have respect with your coworkers.


In a previous blog (R-E-S-P-E-C-T: How To Earn Respect At Work), I discussed ways employees can earn respect at work. But earning respect shouldn’t be a one-way street – it should also be embraced by employers. Respect isn’t just something subordinates are forced to give managers. It’s a valuable asset for employers to show and earn in the workplace. Earning employee respect isn’t always easy, but when employers find ways to build respect at work, positive benefits ensue. How do you build employee respect at work?

According to Bruce J. Avolio, Ph.D., executive director at the Center for Leadership and Strategic Thinking in the University of Washington’s Foster School of Business, five tips for employers/managers to earn the respect of employees include:

    1. Be authentic: Be an authentic reflection of your organization’s espoused values and principles while promoting transparency and justice.
    1. Promote ‘ownership’: Make all employees feel like ‘owners’ versus ‘renters’, that their voice matters, and that people in positions of power listen to learn and engage with their employees.
    2. Develop potential: Help each individual feel like they are reaching their full potential and achieving their performance goals by investing in development.
    3. Create an energized culture: Create a positive climate where your followers’ energy is directed towards winning against competitors versus defending against internal detractors from what you’re trying to accomplish.
  1. Sacrifice when necessary: Be willing to sacrifice for the greater good of the organization when such sacrifices contribute to everyone’s success.

Bill Mixon, president of Universal Hospital Services, Inc., believes the key to earning employee respect is to empower employees and model the leadership behavior you desire by treating employees with dignity and respect. “If employees respect a person’s leadership, they are more prone to put those same leadership qualities into practice. Empowering employees to make decisions also builds trust. When you show employees you trust their knowledge and skills, you allow them to make smart decisions that benefit the company.”

Developing employee potential is also important. Notes Mixon, “When employees feel valued and appreciated, they take stronger ownership of their work and seek new opportunities to grow in their roles. This not only benefits the employee, but also the company and its customers.”

Howard Behar, retired president of StarbucksCoffee Company, used this same tactic of showing employees they are appreciated to help establish the Starbucks culture, which stresses the importance of people over profits. For example, Starbucks made sure there were no special perks for executives. “All employees are called ‘partners’ and there is no separation in any way of partners and the management team. Outside of pay and stock, every partner gets the same, even the same health insurance. We did this because it was the right thing to do, not because we thought it would help us build respect,” Behar explained.

In addition, the Starbucks management team held ‘open forum’ meetings where any partner could ask anything and they would address it. “It was open dialogue, and I mean really open dialogue during these meetings. If they wanted to debate what I was paid as the president of the company then they could,” said Behar. “No topic was off-limits.”

The management team also included a feedback card in every partner’s paycheck asking for comments on anything that seemed in contradiction to the company’s values and morals – with Behar reading every feedback card submitted. If an executive didn’t live up to the values and morals of the company, the organization would eject that individual. Behar added, “You could get fired a lot faster for not living the values than not achieving the financial numbers.”

Bottom Line: Are you a manager/employer looking to earn the respect of your employees? Then focus on relationships and trust. The foundation for earning respect is establishing good relationships with employees by building trust within the organization. Explains Behar, “If people are feeling trust, they will be more productive, are more willing to take risks, be creative, and solve difficult problems. It doesn’t mean issues won’t arise, but it means you can withstand just about anything because you can talk things through.”

Read the original article.

Source:
Quast L. (17 September 2012). "5 Tips For Employers To Earn Respect From Employees" [Web blog post]. Retrieved from address https://www.forbes.com/sites/lisaquast/2012/09/17/5-tips-for-employers-to-earn-respect-from-employees/#5c3c8a1826ac


7 Ways Your Company Can Lead by Example by Supporting the Lives of Others

Be a business the gives back. In this article, adventure into some great ways to support your community and be a charitable employer.


Business moves the world. So how do you want your company to contribute?

To one degree or another, many of us feel the world today lacks quality leadership. But what better way to fight against that trend than by inspiring greatness in our future leaders? It all begins with leading by example. That’s a tall order, though, and not very specific — so let’s explore seven ways your company can assume thought leadership in the ongoing search for a better quality of life for all.

  1. Giving Back to the Community

If no person is an island unto themselves, that goes double for companies. We tend to think of our careers as somehow separate from the rest of waking life, but the truth is that communities and businesses are very much intertwined. Communities are responsible for the growth and success of businesses — and the other way around, too.

So? Give back as often as you can to the community that has made your business what it is today. We’ll talk in greater detail in a moment about what corporate citizenship should look like, but just getting that sentiment into your corporate culture and set of values is a great place to start.

  1. Be a Better Global Citizen

Making your business the source of positive influence in your community is one thing. But how are you being a global citizen?

Some folks in America seem to believe globalization should be feared and fought against, but rational business leaders know better. As the world draws closer together, we’ll be better prepared than ever to tackle some of the problems that affect us all in equal measure. But first we have to recognize our place in the larger global community.

One example would be The Exterior Company, based in Lancaster, PA, which recognizes their role on the global stage by contributing some of their profits to organizations committed to raising the standard of living in the poorer parts of the world.

 

  1. Know Your Values

Let’s get philosophical. Do you know what you value, personally? Would an onlooker identify your company as a “principled” one, even if they might not agree with the principles themselves?

The world needs businesses and leaders who know what they believe in. Not so we can blindly agree with them, but because all viewpoints help make the conversation a richer one. Even Hobby Lobby helped improve the conversation surrounding LGBTQ rights in America — even if they are, manifestly, and according to most Americans, standing on the wrong side of the issue.

American consumers wish for and respect companies that take the time to craft cohesive and forward-thinking sets of values. Why not show thought leadership here, and in the process, improve your company’s standing in the public eye?

  1. Donate Your Time

Money is a very valuable resource. But to many folks who don’t come from privilege, time is an even more precious commodity.

You can help support the lives of others — and lead by example in the process — by committing some of your free time to pro-social pursuits. Think of what would happen in the world if every employer allowed and encouraged their team members to commit some of their billable hours to charity work or another kind of community service.

Think of it like this: Corporate America boasts some of the most gifted and thoughtful people in the world. Folks for whom problem-solving comes naturally. What a shame and a waste it would be if all that talent were used merely to generate profits for private enjoyment.

 

  1. Raise the Standard of Living

If you’re new to business, you’ll recognize quickly that the conversation around workers’ well-being has changed in recent years. For example, global competition has thrown into sharp relief the ways that American corporate culture lags behind the rest of civilization. We have not yet joined the consensus on the fundamental right to paid sick leave and parental leave, for example.

There may be no better way to lead by example than to demonstrate how worthy your employees are of living high-quality lives. Your workers are your brand ambassadors — you want them to be able to go out into the world and proudly say their needs are taken care of. This improves the quality of our conversation everywhere.

 

    1. Raise Your Employees’ Awareness of the World Around Them
 I try not to use this column to tout my own business, but I do take every chance to support my team of employees who are dedicated to supporting the lives of others through our FX Builds program. We have been exceedingly fortunate over the years in attracting a very high caliber of employee — folks who genuinely care about making the world a better place. And so we wanted to help them achieve something tangible in service to that commitment.

With FX Builds, we’ve helped establish a culture within our organization that ties daily excellence to funds-matching for charitable giving. We’ve already helped break ground on schools in distant countries where public education isn’t something that can be taken for granted.

The point, simply, as it is with other entries in this list, is to make your local team more aware of the larger world and to look for ways to live more fully and conscientiously within it. It’s probably easier than you might think. And if you do it thoughtfully, you can leverage the passion your team already brings to the table.

 

  1. Focusing on Sustainable Living

According to the scientific community, Earth is experiencing its sixth major extinction event even as we speak. Is that enough of a wake-up call?

It is clear that the individual has failed planet Earth. None of us could reuse enough plastic shopping bags in fifteen lifetimes to reverse the climate change that is already making life difficult in the poorer parts of our planet. And nothing about this is going to improve until we admit there’s a problem and agree on who’s in the best position to make a difference.

That means business leaders must actually lead by example, doing the heavy lifting the individual cannot on their own. It means taking advantage of cheaper-than-ever solar power everywhere you can afford to have it installed. It means not using more paper or other finite resources to do your work than is strictly necessary. It means turning off the computers in your office overnight.

To be perfectly honest, company leaders don’t have to look very far at all to lead the way in sustainable living. And if we can do it in the fight for sustainability, we can do it in every venue that requires decisive, progressive-minded leadership.

If every employer in the world used their resources and influence to help solve this and other crises we face in the world today, the future would be very bright indeed. Word is getting out that pro-social companies — being, after a fashion, like families themselves — are in a truly unique position to change life as we know it for the better.

 

Read the original article.

Source:
Craig W. (5 December 2017). "7 Ways Your Company Can Lead by Example by Supporting the Lives of Others" [Web blog post]. Retrieved from address https://www.forbes.com/sites/williamcraig/2017/12/05/7-ways-your-company-can-lead-by-example-by-supporting-the-lives-of-others/#786463064bbe


9 things to leave off your LinkedIn

In our rapid-fire digital age, the Internet has completely revamped the way we traditionally look at recruiting. Resumes are sent as PDFs, online portfolios reign supreme, and LinkedIn has become the new Facebook for recruiters in every industry.

Wondering what you shouldn’t include on your LinkedIn profile in order to appear as marketable as possible to potential employers? Read on to find out.

1. Job titles that don’t say what you really do

When trying to describe your previous positions, it works to your advantage to be as precise as possible. That way, recruiters know exactly what your skillset is, and how it might fit into their company.

2. Your age

Unfortunately, some people have reservations hiring someone they think is either too young or too old. Don’t get knocked out of the running for a job by including school graduation years or other age identifiers.

3. Bad spelling, punctuation, and grammar

When writing up descriptions of your responsibilities in each job, take care to avoid punctuation, grammar, or spelling mistakes. Look at it as a test of your writing and communication abilities—highlighted for everyone to see.

4. A goofy profile photo

Unfortunately, some people don’t seem to realize that LinkedIn is not the place to put a goofy or odd profile photo—unless you’re looking for a job at the local comedy club. Spend a little money on getting a quality headshot that will impress those who see it, not make them wonder if you’re a serious candidate.

5. References from previous positions

There’s no reason to include references with phone numbers or contact information on your LinkedIn page. If an employer is really interested in hiring you, they’ll contact you for them directly. However, do encourage people you’ve worked with or for to leave recommendations for you on your LinkedIn profile page. They can really make you stand out from other candidates.

6. Salary or pay

One of the most unprofessional things you can do is include your salary for each position you held at various companies on your LinkedIn profile page. Unless you’re asked, it doesn’t make sense to disclose such personal information on such a public platform.

7. High school jobs

Unless you just graduated from high school, then jobs you had in high school (or earlier!) don’t belong on your professional LinkedIn page. While you may have enjoyed your summer job flipping burgers or mowing lawns, it’s not going to make much of an impression on someone who’s doing the hiring for a position with much greater responsibilities. It’s much better to put your best foot forward by showcasing standout roles in more recent jobs.

8. Personal information

Refrain from adding information about your ethnicity, religious affiliation, political party, or other potentially sensitive or controversial information. Regardless of how open-minded your recruiter may be, saying less is definitely safer than saying too much when you don’t know your audience.

9. Unprofessional posts or memes

Don’t forget that your LinkedIn profile and any posts you make on LinkedIn are potentially going to be viewed by the very person who is going to interview you for your dream job. What do your posts say about you? What about those funny memes (silly cat photos and so forth) that everyone seems to be passing around today? Will they make the interviewer even more excited to make you a job offer, or stay far away?

 

Read the original article.

 

Source:

Economy P. (4 December 2017). "9 things to leave off your LinkedIn" [web blog post]. Retrieved from address http://workwell.unum.com/2017/12/9-things-to-leave-off-your-linkedin/


No mat needed: Yoga at your desk

A sticky mat seems de rigueur for modern-day yogis, but that doesn’t mean a long piece of rubber is required to take part in the ancient practice.

Yoga first and foremost is about being present, and it starts with attentive breathing. You can do that anywhere and without props.

Once you’ve got the hang of steady breathing, matching inhales and exhales to movements helps your body relieve tension and your muscles wake up. In fact, the key to the physical practice of yoga is matching conscious breath to movement. It’s also a big part of what makes yoga feel great. Without it, you’d be doing calisthenics.

We’ve rounded up a few yoga exercises you can do easily and safely at work. All require standing – good news, given sitting is pretty bad for us. It’s best to do them with your feet flat on the ground.

 

Stand with your feet hip-distance apart. Inhale as you bring your arms overhead. Keep your chin level with the ground. Exhale as you soften your knees and twist your torso to the right, letting your head follow and dropping your arms to shoulder-height. Inhale as you turn back to center, lifting your arms overhead. Do the twist to the left. Repeat this pattern several times.

Benefits: Strengthens abdominal muscles, shoulders and upper arms. Stretches back and chest. Lubricates joints of the spine, including in the neck, and shoulders.

Chair

Stand with your feet hip-distance apart, arms at your sides. Inhale as you lift the crown of your head. Exhale as you bend your knees (typically you want to track each knee over the middle of its corresponding foot), like you’re sitting back in a chair. Hinge at your hips, tilting your torso forward up to 45 degrees. Lift your arms to a comfortable height. Inhale as you return to standing, crown lifted, arms lengthening down. Repeat several times.

Benefits: Strengthens front thighs, buttocks, core, upper back and upper arms. Stretches calves and side torso. Lengthens spine. Lubricates joints of the ankles, knees, hips and shoulders.

Triangle

Stand with your feet slightly wider than hip-distance apart, toes pointing same direction as your chest, then turn your right foot 90 degrees to the right, and your left foot about 15 degrees to the right, making sure your left toes point the same direction as your left knee. Inhale as you extend your arms out from the shoulders and lengthen your spine. Exhale as you tilt your torso to the right, releasing your right arm toward your right leg and your left arm up to a comfortable height. Don’t turn your chest toward your right leg. Drop your gaze to the ground if you feel tension in your neck. Hold for several breaths, and repeat with the left leg.

Benefits: Strengthens front thighs, buttocks, side torso and neck. Stretches calves, back thighs and side torso. Lubricates joints of the hips and shoulders.

 

 

You can read the original article here.

Source:
Malek M. (2 May 2017). "No mat needed: Yoga at your desk" [Web blog post]. Retrieved from address http://worklife.coloniallife.com/2017/05/no-mat-needed-yoga-desk/?utm_sq=flegx3i374&utm_source=Twitter&utm_medium=social&utm_campaign=WorkLifeTweets&utm_content=Articles