Recently I had the opportunity to visit Washington D.C. to work with the Society for Human Resources Management and a great team of individual contributors on SHRM’s social media tool, SHRM Connect. While some of us have criticized SHRM for moving slowly at times, it looks like they are making great strides on this project.

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I’ve done my share of talking here, but I’m curious to know more about you and what you expect from the blog. What topics do you enjoy? What would it thrill you for me to cover?

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Feel free to leave a comment below or shoot me an email to ben@upstarthr.com to talk privately. Also, if you are interested in me coming to speak to your group (or doing a webinar), reach out to me as well. I’m picking up more of these as time goes on and I really enjoy the opportunities.

I am a firm believer in work safety, but not in the traditional, dry, boring sense. Let’s make things interesting. I want someone to feel just as safe in the workplace as they are at home. But to get people to pay attention to the safety rules and processes, you’re going to need something more than a pamphlet to hand out to everyone. Check out the video below for more.

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Are you stuck on how to make something “fun” at work? Leave a note in the comments and I’ll give you an example or two.

Do you recruit your stars or grow them from within? Do you build talent pools and pipelines or just run out and “grab” whatever you need from the market?

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Work communication doesn’t have to be boring and tedious, even if it’s mandated by law or some other legal statute. Make it interesting and fun, and people will be more likely to pay attention and do what you want them to do!

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Integrity. Ethics. The last two items on the list of Senior HR Competencies were so closely linked that I did them together. If you are good at one of them, chances are you’re going to be good at the other as well. The same goes the other way. If you’re terrible at one of them, you’ll most likely be terrible at the other, too. Hope you enjoyed the series!

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It surprised me where HR knowledge fell on the list of core competencies for senior HR leaders, because you’d think that it would be higher. Having a core knowledge of HR isn’t the most important thing once you get to the senior ranks, I suppose. Let’s dig in.

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