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Centerpiece

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HR pros complain all the time that the top brass in their organizations don’t value the HR function. A panel of three chief executive officers who spoke at The HR Specialist Summit in Las Vegas in September understand that frustration.
Nat Greene was stumped. “I had been trained not to guess, and when one stops guessing, real problem-solving begins,” he says.

Negative employee attitudes and less-than-professional behavior can poison the workplace atmosphere. Here are some tips for nipping negativity before it derails morale, ensuring discipline warnings are legally compliant and investigating even seemingly frivolous complaints.

For years, Sheryl Sandberg handled employees’ mistakes by following standard procedure: Identify the key participants, meet with them and assess to what extent they take responsibility for their error. While there’s nothing wrong with that strategy, it has its limits.
When you’re spending a good part of each day with the same people and working toward common goals, establishing positive relationships raises morale and makes time pass more pleasantly. But should these friendships continue beyond the office when you’re the boss?
You work for someone for months, years or even decades, and then one day, your comfort zone is turned on its end. Before one door closes and a new one opens, take a moment to do these things.
Well-written performance goals help energize employees and point them in right direction. But some managers and HR pros have trouble finding the right words. Here are 10 phrases to adapt, from 2600 Phrases for Setting Effective Performance Goals by Paul Falcone.
Recent incidents have raised questions about how private employers handle employees with unpopular political views and what legal hurdles they may face.
To get noticed not just by your friends or your team, but everyone at work, try these 5 things.
If you want to suck the motivation, inspiration, enthusiasm and productivity right out of your staff, follow this advice.
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