This week I have a treat for you. I had the opportunity as part of my role on the #SHRM16 social media coverage team to interview Rohini Anand, Senior Vice President of Corporate Responsibility and Global Chief Diversity Officer. She will be speaking at the SHRM Conference on June 20th from 2:00-3:15 in case you are interested in seeing her after reviewing this interview.

rohini anand sodexoBen: Just to get the ball rolling, please tell me about yourself and what you do at Sodexo. 

  • I currently serve as the Senior Vice President, Corporate Responsibility and Global Chief Diversity Officer for Sodexo
  • I am responsible for the strategic direction, implementation and business alignment of Sodexo’s integrated global diversity and inclusion initiatives, as well as Sodexo USA’s sustainable development, wellness and corporate responsibility strategies
  • I also lead the organization’s sustained culture change initiatives, as well as its integration in the overall business growth strategy

Ben: What is Sodexo’s biggest challenge when it comes to diversity and inclusion today?  Continue reading

Employees are the heart of every business, and your biggest asset. They’re the people who make sure things get done when and how they’re supposed to, managing your processes, interacting with customers and clients, and showing up day after day. While of course their main motivation is the paycheck at the end of the day, today’s employees are also looking for a satisfying work place in which they feel they play an integral part. Doing all you can to keep company morale high means securing happy employees, and satisfied employees make loyal ones. Keeping your employees feeling content and satisfied in the work place means making sure they’re comfortable, and one aspect that often takes the backseat is office design. Want workers who are proud to come in every day? Make sure their work space is conducive to that feeling with these office design tips.

Take Temperature into Consideration Continue reading

One of the most popular posts I’ve written all year was dedicated to the HR certification decision facing today’s HR pros. I decided to take it a step further and reach out to some people to discuss the behind-the-scenes pieces of the HR certification world. Today’s interview is with Amy Dufrane, CEO of the Human Resources Certification Institute. I hope you enjoy!

Ben: First of all, I want to thank you for “walking the talk,” because I see that you have your SPHR certification. That’s a great example for the HR professionals out there to see and follow. Tell me a bit about your background and what led you to your current role as the CEO of HRCI. 

Amy Dufrane: I joined HR Certification Institute in 2011 as Chief Operating Officer and was named CEO in December 2012. Before joining HRCI, I spent more than two decades in human resources leadership roles at  organizations such as the Municipal Securities Rulemaking Board, where I served as Chief Human Resources and Administrative Officer; The Optical Society, where I headed up major talent retention and employee satisfaction initiatives and served as an advisor to the CEO and senior team; and Marymount University, where managed day to day HR office operations; and on the corporate side in HR at Bloomingdales. Continue reading

Leading volunteers is not always an easy job. Unlike employees, they are hard to fire and they may or may not be motivated enough to give their best efforts. But sometimes the magic happens, and you get the best people with the best skills supporting you in a volunteer capacity. That’s what happened last week, and I want to share some of the lessons for the rest of you.

Nikki (left) has been my co-director since the original event in 2013

Nikki (left) has been my co-director since the original event in 2013

Last weekend I participated in an event that has been going for four years now. The Light Up the Night 5k race was held Friday night at 11:59pm to benefit the Carpenter’s Cabinet, a local food pantry supporting those in need. I started the race four years ago with my co-director as a way to get people more active and to partner with a local charity as part of a local outreach effort at church. It is always a great event supporting a worthy cause, and every year the planning team and I pick up new ideas, tips, and strategies to make the race better. This year was no different. Looking back, I actually see some crucial leadership lessons that are worth sharing. Oh, and in case you are wondering, these can work with your employees, too!

Lesson One: Align Strengths to Tasks

Continue reading

In every company, there comes a time when someone makes an offer to a candidate to come and work for them. What is interesting is the wide variety of advice in the marketplace that advises candidates on how to handle that critical negotiation.

Years ago I got my start in blogging by sharing career advice with job seekers looking for an edge in the hiring process. My peers constantly told people that for the strongest negotiating position, they should hold out as long as possible. In other words, it followed the old adage “the first one to speak in the negotiation loses.”

But that’s not necessarily true.

salary negotiationWhen I was recruiting, I wanted to find out from the candidate early on, whether through a job application question or through an informal conversation, what sort of salary range they were looking for. If it wasn’t offered, I would share the range of the opening early in the process. Was I showing my cards? Yes. But I was also attempting to conserve a valuable resource: time. Continue reading

I was talking with some HR professionals last week, and the conversation of transparency came up. What happens if managers care so much about their employees that they help or prepare them to leave the company to pursue the next step in their careers? Is that a good thing, because you’ve successfully grown someone to the level that they are prepared for that? Or is it a problem, since you’re turning over otherwise solid workers that could be contributing to your bottom line? To frame the discussion, I shared the story below that I received from Allied Talent in one of their marketing emails.

Recruiting, engaging, and retaining entrepreneurial employees depends in large part on a manager’s ability to discuss and facilitate career development. However, recruiters, managers, and executives are often poorly-equipped to lead these conversations. Toby Murdock, the founder and CEO of Boulder-based content marketing company Kapost, set out to fix that. His goal: to make his company the best place in Colorado to launch and accelerate a career in high tech… Thanks to a compelling employee value proposition around career transformation, Toby has successfully recruited entrepreneurial employees into the company who might have otherwise been out of reach.

Once at your company, those entrepreneurial employees require high-trust 1:1 conversations with their manager. A paradox of The Alliance is that, as a manager, acknowledging that an employee might move to another company someday is a display of honesty that’s necessary in career conversations. It’ll also help you truly understand your employee’s values and aspirations. Building trust through honesty, and having a better handle on what your employee really wants, are key ingredients to improving employee retention — lengthening job tenures.

So, as you can see, there are pros and cons to this decision. On one hand, you need managers that aren’t afraid of losing people. I have worked for managers in the past that were so concerned about keeping me that they didn’t actually have my best interests in mind, which ended up driving me away instead of making me feel appreciated. Continue reading

Wellness as an employee benefit has expanded in the last year or two to include more than just the physical aspect–it now wraps in financial, emotional, and other types of wellness as well. That’s a good thing, because 68% of workers rely on their workplace coverage for their families’ financial security, according to the Guardian Workplace Benefits Study

One topic that we don’t often think about, yet impacts our employees heavily, is personal finance.

According to this article from the Washington Post, approximately one-third of your employees are living paycheck-to-paycheck. In other words, without this week’s paycheck coming in, the employee and their family would be in an immediate financial crisis.

The first response for many leaders is, “Yeah, so what?” However, this can be an opportunity to impact the productivity and engagement of your staff, so there’s value in learning more about this issue.

Cost of Living Impacts

In retirement, Americans fear the rising cost of living. In fact, nearly half of Americans (47%) report being either “very concerned” (36%) or “terrified” (11%) that the rising cost of living will affect their retirement plans. This is according to a new study on Americans’ perceptions about inflation from Allianz Life. Furthermore, respondents claim they are either “very worried” (36%) or even “panicked” (11%) that they won’t be able to afford the lifestyle they want in retirement due to rising costs. Continue reading