In this age where communication overload is a daily challenge, are you looking for a simple effective method to make your communication heard above the roar? Isabelle Albanese tells you how.

"What makes a memorable TV commercial, product design, or marketing campaign? Why do you listen to certain politicians or business leaders, and glaze over at the very mention of others? Why is it that you dread opening certain senders' emails, but open others as soon as they land in your inbox?

"It's all about messaging. When a piece of communication is to the point, relevant, worthwhile, and compelling, it moves you -- the listener or reader -- to action.

"Moving people is not magic -- it's all about effective communication. Anyone can achieve effective communication by using a simple tool that has an uncanny ability to pinpoint why any message works or doesn't work, and how to improve it."

Ms. Albanese (pictured) has owned and operated her own marketing consulting firm since 1999. Prior to that, Ms. Albanese earned her real-world chops at the venerated Ted Bates Advertising Agency in New York, where she started out as account manager on the M&M Mars confection brands.

Later, she served as senior vice president at J. Walter Thompson Advertising, where she spent 11 years in both the New York and Chicago offices, playing a key role in the strategic communications efforts of leading consumer packaged goods brands such as Nestle, Helene Curtis (Unilever) Hair Care, Miracle Whip (Kraft Foods), and Trident Gum (Warner-Lambert/Pfizer).

_{Image © Isabelle Albanese}

More About Effective Communication

• Provide Feedback That Has an Impact.
• Listen With Your Eyes: Tips for Understanding Nonverbal Communication.
• Shared Meaning in Communication.

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Question: "I have applied for a job and the hiring organization wants my social security number on the application. Is this legal?"

Answer: I am not an attorney, so keep that in mind. Asking for the social security number on an application is legal in most states, but it is an extremely bad practice. (Some states prohibit private employers from collecting this information for fear of identity theft.) Depending upon the state in which you reside, laws are different regarding supplying this information, and I cannot keep up with all of them.

I would not provide this information on a job application. Keep in mind, though, that on many job applications, you are signing to provide permission to check references, do background checks, allow criminal record checks, and affirming that everything you have provided on the application is the truth. If you do not supply the social security number on the application, you will likely have to make another trip to the company to fill it in, if the employer wants to offer you a job.

With all of the new laws about guarding employee and applicant information security, no client with whom I work, asks for this information until the person is hired any more. No one wants to be responsible for guarding this information for the year that it would be accessible in a file.

It might cost you the employment opportunity, but I would write "SSN available upon job offer" in that space. They will need the SSN if they do background checks, so you will need to provide it for the background checks if they make an offer. I would prefer to keep that number safe until hired, but it is not always possible.

More About Employment Practices

• Identity Theft - Corporate Data Security Challenges.
• Reference Checking Format.
• Keep Company and Employee Information Safe.
• Forms to Use for Hiring Employees.

In the midst of the almost merry, merry, because I think of this last couple of weeks leading into Thanksgiving week as ushering in the late fall and winter holidays, I received an instant message from a friend last night.

He has found a new job and was escorted out of his former workplace when he gave notice. He wanted to tell me just how bad his workplace had been. And, I was truly amazed. The workplace he described took every article of my recommendations on this website and did the exact opposite.

Employees were required to account for every minute of their time and a doctor's note was required if they missed one day of work. They were required to sign pages and pages of rules and laws including a policy that described what was considered to be an assault.

Buried in a basement, the employees were treated as if they were criminals or repeat offenders just waiting to screw up again; the rules covered every possible screw up, too. I could tell you much more, but some of you who work in negative workplaces don't need to hear any more of the gruesome details. I told my friend to run - not walk - away from this workplace. It would sap his spirit and steal his soul.

The typical workplace has its ups and downs in terms of employee negativity. Many workplaces are trying to be employee oriented. But, even the most employee oriented workplace can shudder under the weight of negative thinking. When employers understand the causes of employee negativity and put in place measures to prevent employee negativity, negativity fails to gain a foothold in the work environment. Learn the five key causes of employee negativity.

You may also be interested in Tips for Minimizing Workplace Negativity and Cures for Negativity, assuming you are experiencing negativity in your workplace.

This poll focuses on identifying the most common causes of negativity in your workplace. I have suggested several causes of negativity but would be interested in your comments about workplace negativity, too.

Poll: What Is the Primary Cause of Negativity in Your Workplace?

• Lack of direction from management.
• Constant change that is not well-communicated.
• Poor communication overall.
• An excessive workload.
• Lack of challenge, boredom.
• Insufficient recognition for the level of contribution and effort provided.
• Anxiety about the future: job security, retirement income.
• Other. Please respond in “comments” below.
  
  
• View Results

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My father (Marines) and uncle (Air Force) were veterans of WWII. My husband served in the Army in Germany during the Vietnam era. Veteran's Day is special to me because I was one of the lucky ones. These special men came back to me. Indeed, if my Marine father had not returned, I wouldn't be here writing this blog post today.

Recently, at a client company, we held a Raise the Flags ceremony and raised the flag of the United States, the flag ot the State of Michigan and the the flag of the company. The Veterans of Foreign Wars, who will come and play the bugle and raise the flags for the first time as a community service, were there to lead the celebration. One tradition they support is that the company members who are veterans stand closest to the flag. We only had two.

It's another generation during which mandatory military service no longer exists. The demographics of the company place most employees under the age of 45, and most are even younger. We need to make a concerted effort to make sure that the Gen Xers and the Millennials, most of whom have never experienced military service, understand and remember the generations that came before them, and the many that laid down their lives so that all of us may live free.

General Douglas MacArthur, arguably one of this century's most important men, gave one of the most moving speeches I have ever read a short time before he died. I share this with you in honor of Veteran's Day and all the men and women who have nobly served their country in some part of the military.

From the VFW website: "Right now, there are thousands of men and women in our military, once again taking up arms against the enemies of freedom. Like generations of patriots who came before them, these few shoulder the burden for the many. They serve because they know it is necessary for the greater good."

Hopefully, you join me in supporting our armed services personnel so that the lives of our people currently serving, and all of the brave heroes who came before them, are remembered and celebrated.

About the U.S. Military and Veteran's Day

• We Serve Those Who Serve: USERRA Requirements.
• Rod Power's U.S. Military site: Honor All Who Served.
• Books About Military Management.

_{Image Copyright Elvis Santana}

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I don't know about your workplace, but ours has seen a lot of absenteeism this year. I'm not sure how much of it is related to H1N1 because we don't ask employees to account for why they are using their PTO. But, several of my family members and friends have reported flu-like symptoms and several have had doctors confirm swine flu. Fortunately, their cases were only mildly debilitating.

Continuing to make news, H1N1 (swine flu) is a major workplace issue. People spend a lot of time at work in close quarters with potentially ill coworkers. Employees all use the same door handles, shake candidates' hands, push elevator buttons, and just in general, put themselves in harm's way.

I've written several times about how employers can prepare their workplaces for any contagious illness including H1N1. Today, I'll share several additional resources about H1N1 Swine Flu.

SHRM in Conjunction With the University of Minnesota's Center for Infectious Disease Research and Policy (CIDRAP)

With contractual financial support from the Centers for Disease Control and Prevention (CDC), today released a new toolkit, Doing Business During an Influenza Pandemic: Human Resource Policies, Protocols, Templates, Tools, & Tips.

"We're beyond theory and onto execution. The pandemic is here. And we need every business to recognize the impact it can have. It's not too late, but time is of the essence," said Michael T. Osterholm, Ph.D., M.P.H., an international authority on pandemic influenza and business preparedness and CIDRAP director.

The toolkit, designed for organizations of all sizes, is intended to:

• Help HR professionals new to pandemic planning come up to speed quickly on high-priority HR issues related to operating during an influenza pandemic.
• Provide concrete ways that organizations can implement federal guidance.
• Offer new ideas that can be used to improve existing plans.
• Serve as a reference for benchmarking.

The H1N1 toolkit is available free of charge as a PDF document from CIDRAP or from SHRM.

Swine Flu on About.com

• Vince Ianelli, M.D., the About.com Guide to Pediatrics, has created a comprehensive resource for parents and families: Swine Flu Symptoms. Swine Flu News.
• Kristina Duda, R.N., the About.com Guide to Colds and Flu, presents an outstanding guide to swine flu H1N1 including day-to-day symptoms, resources, and more.
• Trisha Torrey, the About.com Guide to Patient Empowerment, offers frequently asked questions about H1N1 Swine Flu.

Health Matters at Work

Offers podcasts about health matters in the workplace, arthritis, and other workplace and personal wellness issues. The website introduces today their new podcast series about H1N1 swine flu with advice about how employers should be addressing H1N1 at work and with employees.

Preparis.com

Asks whether your workplace is prepared for an outbreak of swine flu and hazards the guess that, if you are like most employers, you are not. Here is a comprehensive guide to preparing for H1N1 in your workplace.

H1N1 isn't going away anytime soon, so check out these fine resources and make sure your workplace is prepared.

_{Image Copyright Randy Plett Photographs}

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The job offer letter is provided to the candidate you have selected for your open position.

Most frequently, the candidate and the organization have verbally negotiated the conditions of hire and the job offer letter confirms the verbal agreements. In fact, I always negotiate verbally before writing the formal job offer letter. This saves me lots of time and rework in case I need to redo the job offer letter in response to a candidate's negotiations.

Generally, the candidate has indicated that he or she will accept the position, under the stated terms, prior to the drafting of the job offer letter. Do regard the position acceptance as tentative, however, until the job offer letter, and the confidentiality agreement, if you use one, are signed and in your file.

_{Image Copyright Pali Rao}

Job Offer Letters

• Job Offer Letter Sample: Standard.
• Job Offer Letter: Early Career Sample.
• Mid-career Sample Job Offer Letter.
• Sample Job Offer Letter: Executive.
• Sample Job Offer Letter: Sales Position.

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A national tragedy or a personal tragedy has a huge impact at work. And, workplaces can help people successfully weather the tragedy. They can ease the passage people experience during tragedy. They can help people deal with the helplessness and grief they experience during tragedy. They can provide a support system to help prop people up during grief.

Thursday's murder of 13 people and wounding of 31, who had promising lives, families who loved them, and futures yet unexperienced, at Fort Hood, by Major Nidal Malik Hasan, an Army psychiatrist soon to be deployed to Afghanistan or Iraq (sources vary), is a major workplace tragedy. Fortunately, most of us will never experience a tragedy of these epic dimensions.

But, anyone who works and develops relationships in their workplace experiences tragedy, nonetheless. Coworkers die; their family members suffer catastrophic illness, and dreadful incidents happen to good people. So, even when tragedies are closer to home, these thoughts will help you deal with your workplace tragedies.

While the Fort Hood shootings will be remembered for their tragic consequences, heroism lived there, too. Celebrate Sergeant Kimberly Munley's heroism. Perhaps none of us will ever experience the terrifying reality of an armed gunman, but I'd like to think that if we did, we would rise to the occasion just like she did. And, even as I speak, more stories of heroism emerge from Fort Hood.

Officials at Fort Hood have established two hotlines for family members to obtain information about their loved ones.

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My accountant told me recently that, to her knowledge, not a single one of her clients offered employee raises in 2009. The economic outlook is too foggy and employers are uncertain about where and how political decisions at both the state level and the federal level will impact their companies.

At the same time, the engine of job creation is sputtering. In the IT industry, near and dear to my heart, and provided as an example, some older companies are expanding their employment ranks, while others such as Microsoft are shedding jobs. But the real story is that startup companies that can generally be counted on to create new jobs, are not starting up. Not good news for jobs and I recognize I am using just one industry as an example - but it's a powerful one.

Hiring new employees is also relatively at a stand-still for this reason, too. Although employers are replacing critical positions, many have stopped expanding because of increased uncertainty. Employers are waiting for the next decision that will affect business taxes; employee healthcare; employer requirements such as paid sick time, paid vacation time, and workplace regulations; the Employee Free Choice Act (EFCA); taxes on carbon emissions, and so forth. This list highlights just the tip of employer concerns.

In this environment of employer unease, the national unemployment rate rose to 9.8% (with some states and segments higher) in September, 2009, according to the figures available from the the Department of Labor (DOL). My understanding is that these numbers exclude the 400,000 or so people who have given up on job searching this summer, so my speculation is that unemployment is much higher than announced.

Edited (11-6) to add: In breaking news, the Washington Post reports that unemployment in October jumped to 10.2%. When you add in the people who have given up looking, the national unemployment rate is actually closer to 17%.

While the legislature passed an unemployment extension on November 5, the overall news on the employment front is not good.

The Federal Reserve, in a little remarked upon announcement in July, projected that unemployment would rise to over 10% in the next few months and that no net new jobs would be created for five years. News this week from the Conference Board indicates that, while 3,280,000 jobs were advertised online in October, 2009, this is a decrease from September, 2009 of 83,200 openings.

Much of this is sobering news if you are employed or an employer, and disheartening news if you are currently unemployed. My point, in making this post, is not to spread economic gloom, but to take a realistic look at what this means for employers and their employees. Alison Doyle, my colleague at About.com Job Searching, offers advice for the unemployed and job searchers.

Today, I'll focus on advice for employees and in a subsequent post, I'll feature thoughts for employers.

Advice for Employees in This Economy

Hold on to the Job You Have

• How to Make Your Current Job Work.
• How to Keep Your Job.
• In Danger of Getting Fired or Laid Off?
• How to Get Along With Your Boss.
• How to Get Along With Coworkers.
• How to Cope When Coworkers Lose Their Job.
• Job Offer.
  
  If you do leave your current employer, do not resign until you have a written job offer in hand, signed, and accepted.

_{Image Copyright Paul Conrath / Getty Images}

Next week is Pursuit of Happiness Week, so I'm featuring some articles about how to manage those aspects of your work life that contribute to your happiness at work. Getting along with your boss and holding on to your job are excellent places to start if you value success and happiness at work.

The best place to start first is to love your work. If you love your work, just about everything work related can be managed. Consider subscribing to my weekly newsletter, Your Tip of the Week for Success in Work and Life. In a hurry? Try Ten Days to a Happier, More Successful Career and Life.

_{Image Copyright Tom Fullum / Getty Images}

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November is National Life Writing Month and Family Stories Month so I've been thinking about how writing and stories affect work culture.

It's not such a big leap to move from your personal life stories to the workplace. I have long encouraged you to write your personal vision statement, your goals, and your company strategic plan so that you and your coworkers are grounded and feel connected to a whole greater than yourselves.

It strikes me that writing out your company history and stories is equally important. Whether available in your company handbook, a company history book, or shared in periodic meetings and at company events, these stories define your culture. A written source for new employee onboarding is also helpful in teaching your culture and communicating expectations to new people.

For newer employees, this is one of only a few ways they have to understand your history and your culture. Another is the stories shared by coworkers. In the best workplaces, these stories promote your positive employee and customer culture. You can help shape the stories by the environment you create for people.

Wouldn't you rather have an environment in which employees talked about who was a workplace hero and why? Much better than an environment in which complaining about the bad boss, meaningless tasks, or workplace gossip is the norm.

_{Image Copyright Michael DeLeon}

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A reader requested an article about managing deadbeat employees quite a while ago. It took me some time to write it - not because I don't think it's an important topic - I do - but here's the deal.

Deadbeat employees, for the most part, are made, not born. For most of them, it's not nature but nurture in our workplaces. The majority of your employees do not start work at your company thinking, I'd like to become a difficult, deadbeat employee. Nor, do they get up in the morning planning how to screw up their day - and yours, even if it may not always seem this way.

They come onboard excited, hoping to achieve their most important goals, needs, and dreams. But, somewhere along the way, their organization stomps the life right out of them. Sure, sometimes employees are unrealistic, immature in their opinions and goals, and looking for the

A carefully orchestrated hiring process should screen out the few really bad apples. Would you agree?

Favorite Quotes - More Quotes

"Do not follow the ideas of others, but learn to listen to the voice within yourself. Your body and mind will become clear and you will realize the unity of all things." --Dogen

Share a favorite quote of yours. I'll give you credit or not, as you prefer. Please tell me whether to credit you by first name, first and last name and whether you'd like me to use your company name and a link.

_{Image Copyright Joshua Blake}

More About Managing Difficult Employees

• Coaching for Improved Performance.
• Performance Improvement Strategies.
• Why Employees Don't Do What You Want Them to Do.

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Today's new article, while hardly a comprehensive guide to making effective business presentations, does offer you my most important tips for speaking to groups.

I had to learn all of these the hard way and my stories are legion from the process. Perhaps these tips will shorten your learning curve and calm the fear of speaking queasiness you may experience at the thought of speaking to groups.

Starting today, this is World Communication Week. Beginning with today's lead article, I'll focus on some successful communication skills and considerations. Let's start with how to give feedback with impact and how to receive feedback with grace and dignity. Remember, feedback, done with care and with maximum impact as the goal, is a two-way street.

_{Image Copyright Jeffrey Smith}

More About Effective Communication

• Communication in Change Management.
• How to Make Your Messages Memorable.
• Communication Job Interview Questions.
• How to Hold a Difficult Conversation.

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Happy Halloween everyone. I haven't seen a trick or treater in twenty years, except at work, since we live too far back off the road for them to walk.

Hmmm, walk? I think most kids are driven around by parents in my area since homes are far apart. Do kids walk anywhere anymore?

I had earlier written about how to celebrate Halloween at work and hope you have bookmarked the page for next year or planned something fun for now. Regardless, you have plenty of opportunities to do something fun and motivating at work this fall and winter for your employees. These ideas for establishing traditions for the fall and winter holidays will help.

Julie Ferguson at HRWebCafe offers several additional ideas for responsibly celebrating Halloween at work including a bank that has two rules: no masks and no toy weapons. Good rules. She also says that a Vault.com study showed that 37 percent of workers say they celebrate Halloween with their coworkers. Julie's post is worth your time.

_{Copyright Nazarethman Productions}

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The HR Bartender hosts this week's Human Resources Carnival. She themed the Carnival around a holiday tradition in her Cincinnati neighborhood when she was growing up.

Apparently, the parents followed their trick or treating children around the neighborhood savoring adult beverages at the homes where the children were treated with candy.

So, the Carnival theme closely echoes this neighborhood tradition. Pour yourself a hot or cold something and settle in to read this week's HR Carnival.

_{Image Copyright Mark Tantrum}

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At some point in most careers, you will have had a job that you hated. No matter whether your worst job offered you lousy or distasteful work, a boss you hated, or coworkers who constantly undermined you or complained, you remember the job as your worst job - ever.

I thought back over my career, and mind you, because I have been writing and consulting for years, I have not taken any jobs except for clients I loved and for whom I really thought I could make a difference, in a long time. But, in the earlier days, I worked at a GM education center as a management development specialist.

I really liked the director, the clients, and the work, but my immediate boss was petty, self-serving, and a tyrant who wanted her way all of the time. Plus, coming out of 16 years in an education setting, I was first of all, used to running things, but secondly, I felt as if I was, once again, managing another school - the environment I had just left - on purpose.

The job gave me connections, however, and I was soon able to move to a GM plant where I learned a whole new world - and even became friends with my former boss when I no longer reported to her. If that opportunity had not come up, however, I would have spent all of my time job searching to get rid of a bad boss and a public sector repeat career in an industry setting.

I also worked as a Good Humor ice cream truck substitute driver during the summer of the Detroit riots in 1967. But, I loved that job, and its unexpected dire environment, is a story for another day.

Okay, I've shared my worst job story. What's yours? Compared to the stories I regularly hear about on this website, my story is mild, and fortunately, I got out of there quickly.

Please share your worst job - ever - story.

_{Image Copyright Bobbieo}

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October is National Work and Family Month. It's a good time to remember that employees must create work-life balance if they are going to be successful employees.

At my company, many of our employees are young. They are getting married, starting families, and raising young children.

Halloween, as an example, has become almost completely a family affair. No more carving pumpkins, but the staff bring their children to trick or treat from office to office and everyone joins in the fun. I admit that seeing the children in costumes is one of my fun days of the year. At my home, we live so far off the road that no trick or treaters ever come back to see us.

Just a reminder that Halloween in the office is a great employee morale builder, but avoid the Halloween hi-jinx that can create a hostile work environment for employees.

_{Image Copyright Kelly Young}

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Another reader comments with thoughts about the comments on the article, Still Hate HR? I bring these comments forward as they present a prevalent point of view that I believe all of us should know.

For everyone who loves HR, there are an equivalent number of people who feel differently. A reader, So Far So Good, says:

"Eh...I have to agree with the article. I have never, ever - not once in my entire career - had a positive experience with HR.

"In one example, I was in the darkroom at work when a male employee came up behind me and ground himself against my back. I told HR, who then called the male employee in and asked him about it right in front of me. Then I started getting micromanaged to death and getting called in until I looked at each new workday with dread and finally left.

In another example, our VP wanted to make budget cuts and decided my position was no longer fiscally justifiable. Instead of being fair about it and working out a way for me to leave gracefully, he put me on probation without any basis for doing so.

"I don't know about anyone in HR, but I was always told that the burden of proof is on the accuser. If HR is going to be effective in this scenario, they have to learn that there are two sides and be savvy enough to read between the lines and make sure all are treated fairly. I was completely confident that my VP was lying (he has since been fired) in order to circumnavigate the process of laying someone off and save the company some dough.

"When the probation didn't provide the results he wanted, he told my boss that he 'didn't do it right' and to put me on probation again. HR acted as an extension of him and enabled his harassment by allowing this behavior without any documented instance for why it was a valid course of action.

"THIS I KNOW FOR CERTAIN:

"You will never be treated 'fairly' by HR. If you are being mistreated or harassed, you'll be making waves by saying a peep. All going to HR does is flag yourself as someone who needs to be swimming with the fishies, not helped out.

"Try it. Go to HR and let them know that there is anything slightly out of the desired norm and watch how fast you get on their radar and drummed out of town."

Your thoughts for this reader?

_{Image Copyright Mary Gascho}

More About Human Resources

• What Is Human Resources Management?
• Breaking Into a Career in HR.
• Transition to a Career in Human Resource Management.
• Please Don't Let HR Be Misunderstood.
• You Know You're in HR When...

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Do your coworkers drive you crazy sometimes?

What Coworker Behavior Drives You Crazy?

Most people have pet peeves about their coworkers. And, why not? Even relatively sane and likeable people do things that can drive their coworkers to distraction.

People miss work; they miss deadlines. Some people are perpetually late for meetings. They dress unprofessionally: in one client company, a customer service representative wears crumpled cotton capris and beachwear to work everyday and wonders why no new opportunity appears on her horizon.

In another, a manager talks down to employees and acts as if he is the only one contributing to accomplishing work. In still another, an employee, who regularly interacts with the public at trade shows, decided to grow long hair and a beard and wear jeans to trade shows.

An otherwise valued employee at another company spoils her boss's day three times a week by repeatedly asking for a raise when the company is not giving raises.

In some organizations, bad boss behavior is legendary. Sometimes, a new boss is assigned a dysfunctional team. Every workplace has different stories about employee behavior that can drive others crazy.

This new resource about dealing with difficult people at work can help.

Check them out.

Is the behavior that most drives you crazy on the list? If not, add yours in "comments" below. Please take the time to vote in the poll.

Recent survey/poll: What Do You Do?

All prior polls.
Vote in previous polls.

More About Dealing With Difficult People at Work

• Deal With Difficult People at Work.
• Bad to the Bone: Dealing With a Bad Boss.
• Tips for Working With People at Work.

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Several teams have requested help with their team work process. They are product development teams that are integrating new members that represent other functions in the company.

And, the integration can be rough, especially when the teams are not used to the input and the oversight from the new functions. And, they don't particularly welcome it either.

Plus, the new function doesn't understand that ninety percent of their success will come from successfully building a relationship with the long term team members. They just think they should be accepted because they exist and they are a positive, forward thinking innovation. It doesn't work that way.

These are the twelve components of successful team building that must be in place for teams to operate successfully. Absent any of these, focus attention on discussing the issues the teams are experiencing. You can do this through the team norming process.

These are the steps in establishing team norms, the process of establishing how people in groups are going to relate to each other. Done effectively, norms will determine where one function leaves off and the others start. They establish boundaries and determine needed group relationship guidelines. If your team is not functioning effectively, start with these twelve areas and establishing team norms.

_{Image © Monika Wisniewska}

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I'm talking about your good employees in this post - you know those employees that you really want to keep so that your business thrives. In that context, reducing employee turnover is a topic that seems to be all over the map these days. One day I read that employee retention is a challenge since, particularly millennial employees, change jobs frequently.

The next day I find that baby boomers are beginning to retire at a rate that will deplete the workforce of needed employees quickly. Then, I find that baby boomers cannot afford to retire. Next, I'm told that people change jobs over five times in a life time. This is a new model, but here is what I believe:

Employee-friendly organizations that value, empower, recognize, enable, provide feedback to, and fairly pay their employees will not have a recruiting or an employee turnover problem.

Yes, employees are more difficult to find, especially employees with Web, software development, IT, and science experience, and in some career fields the rate of college graduation is way below what the world needs universities to produce. But "good" companies will attract employees more successfully than others. "Good" companies will experience less employee turnover.

Competitive salary, competitive vacation and holidays, and tuition reimbursement (employees want time off for work-life balance and the chance to grow professionally) are three basics in employee retention.

Especially for millennial employees, these are the holy grail for recruitment and retention. But, employers can reduce employee turnover in many other ways. (If you think these read like the Golden Rule, you're right, they do.) Reducing employee turnover is dependant on the total work environment you offer for employees.

Poll: Why Do You Stick With Your Employer?

• Good coaching from and interaction with my boss.
• Opportunity to learn new skills.
• Good compensation and benefits package.
• Challenging, rewarding, interesting work.
• Like my coworkers.
• Talent and vision of company management team.
• Mission of the company.
• Respectful treatment.
• Recognition for a job well done.
• Just can't seem to get motivated enough to leave...
  
  
• View Results

View all polls.

If you need convincing that the boss really matters for employee retention, take a look at the current poll results. Share your story about your good boss.

_{Image © Phil Date}

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Open enrollment season is upon us, and as employers, we have an obligation to educate our employees about their benefits. Not just a "nice to," to help employees make good choices for their families, this education also lets employees know what their employer is spending for their benefits above and beyond their base compensation. This helps employees understand and appreciate their complete compensation package.

I have written about how educating employees is critical for their understanding and so they make good choices about coverage for themselves and their family. But, benefits are definitely misunderstood. In one recent study, employees estimated that benefits added 30% to their employer's costs to employ them. In fact, the figure was 43%.

I recommend an annual evening benefits review event, so spouses can attend, that emphasizes the cost of the benefits and how employees can best take advantage of the benefits they have for themselves and their families. You want to promote employee appreciation of their benefits.

What better time to offer such an event as during open enrollment when employees are making changes? Employers are already making insurance representatives available to talk to employees - or they should be - as employers are not benefits experts and should trust professionals that they have vetted. Why not extend an educational opportunity?

To provide the basics about open enrollment and to emphasize some must do areas for employers, I email interviewed Erich Sternberg, president of AlwaysCare Benefits of Baton Rouge, Louisiana. Take a look at our interview for a concise overview of open enrollment. Additionally, Erich supplies a list of steps he recommends every employee take during open enrollment.

_{Image Copyright Erich Sternberg}

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Hiring the right employee has never been more difficult. Even with the millions of people currently job searching, weeding through hundreds of resumes, developing the appropriate local candidate pool, and interviewing your best prospects, is time consuming, and often resembles a crap shoot.

Most organizations have not given enough thought as to how to systematize this process for repeated success as you hire employees.

And, face it, even your best candidates may not have that important combination of the right experience, the right skills, and the seeming ability to work within your organizational culture. As a guest writer stated the mission well: you're hiring for today's need and tomorrow's vision.

I am in mid-America and I need an employee to work in quality in the software development industry. That's a tough position to fill. On the other hand, I have several marketing openings that will be easier to fill.

So, on some level, sometimes, you have to settle for the best person you can find for your roles that are tough to fill. Make certain your selected person is eager, willing to learn and grow, and that you have some inkling that they can be developed to perform the job you need done.

There are certain points in the hiring process that you do not want to skip in any candidate selection process. I have highlighted ten of these steps in my new resource: 10 Tips for Hiring the Right Employee.

More About Hiring an Employee

• Checklist for Hiring an Employee.
• Top 10 Recruiting Tips.
• Plan Your Recruiting: Ensure Successful Candidate Selection.

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Commitment from employees is a powerful gift. Commitment from employees is also a fragile gift. Ensure that your work environment challenges employees to grow and stretch in their ability to contribute.

But, realize that your work environment must also nurture employees in employee-friendly ways. For characteristics such as contribution, growth, and challenge to flourish, an employee-oriented workplace must also emphasize softer - but harder to create - characteristics such as empowerment, effective communication, and employee morale boosting activities.

There are so many ways to injure employee commitment that understanding some of the factors that go into creating a work environment that is team work promoting is critical. Team work is successful in organizations that pay attention to these factors.

More About Team Work

• How to Build a Teamwork Culture.
• How to Build Powerfully Successful Work Teams.
• Teamwork FAQ.

_{Image Copyright Alexander Hafemann / Getty Images}

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Participating in interviews recently with media, I have been asked what I think about the necessity of dress codes.

I have mixed emotions. On the one hand, I want to trust employees and believe that they will make good choices in the attire they choose for work. But, time and again they prove me wrong. Or, a senior executive will take umbrage at what people are wearing to work and demand that Human Resources institute a dress code.

My email can be hilarious, too. The most frequent question I am asked about dress codes is what to do about the employees who think it's fashionable to let their underwear show at work. Can they, ask my readers, prohibit that in the dress code? Or, is it better to deal with underwear on a case by case basis?

Frankly, I'd rather not deal with underwear at all. Life is short. But, depending on your role, you may need to hold a difficult conversation with an employee, from time to time. But, in my mind, that beats subjecting the rest of your employees to a strict dress code that you must also then enforce for fairness. As with any policy, if it's not enforced, it's a joke.

I have a lot of dress codes and photo galleries on this HR site. They are offered as much for employees as employers. Employees do want to see what is appropriate for business casual or casual. And, I've been having a lot of fun with smart casual because it spiffs employees up a notch.

What do you think about dress codes? Do you have a dress code? Does your dress code serve your organization well?

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Everyone has a story about how they came to work in Human Resources management. And your stories are thoughtful and interesting. Consequently, with our new reader submission tool, one of the first opportunities I created was to ask you why and how you chose a career in HR.

Earlier, readers shared some stories about transitioning to HR from other fields. But now, I'm looking for your basic story. Out of all the available careers, why and how did you choose Human Resources management?

Susan's HR Path

Here's my story. I had worked for 16 years in public education, most recently as an Adult Education Director and as the head of a community college extension center when I decided I wanted to work in the private sector to see what that was like. So, I started applying for positions in training and marketing, my two strengths, at the time. I quickly realized that my entire professional network was other educators and ed administrators (don't let that happen to you).

I expanded my network (time consuming) but my break came through my doctoral committee chair. He had spoken at a local meeting and a training manager from GM had approached him. She asked him to refer one person he thought could coordinate management development for Lansing GM. He gave her my name and called me at 7 a.m. the next morning to tell me he had found my new job for me.

I worked in several HR capacities at GM including training, organization development, safety, and salary administration. From there, I started my own business and chalked up 21 years consulting in Human Resources systems. This included a four year stint as an HR Director and consulting on HR topics with my own company and other clients.

There's my circuitous story. Won't you share your path to a career in HR management?

If you've read this far (thank you), here's a funny happenstance on that journey. GM, as part of my interview process, asked me to deliver a training class to a group of managers from 3-5 p.m. on a Friday. I dutifully prepared a session on how to listen.

About one day prior to the test, I said to myself, "are you insane? Listening at 3 on Friday?" I changed my topic to: How to Enter and Win Contests and Sweepstakes, a hobby of mine at the time. At 5:30, they were still busily entering contests and sweepstakes. And, I think that's how I got the job. (grin)

_{Image Copyright Peter Chen}

More About Careers in Human Resources

• So, You Think You Want a Career in Human Resources?
• How to Break Into a Career in HR.
• Human Resources Job Prospects and Earnings.

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The new Carnival of Human Resources focuses on professional and social media, a topic on which I know many of you want more information.

Some intro posts and a lot of posts specific to various aspects of social media. Take a look at the Carnival at Jon Ingham's Social Advantage blog.

Social media and blogging policies are becoming popular so here is how to develop a social media policy. This is my take on the appropriate tone and approach in this sample social media and blogging policy.

While you are exploring professional and social online media, here's what's available on the HR site.

_{Image Copyright Mark Tantrum}

More About Professional and Social Media

• Social Media and Work.
• Use LinkedIn for Recruiting Employees.
• Social Media and Blogging Policy Sample.
• Top Reasons to Research Candidates Online - Or Not.

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Bad boss stories and comments are perennial since almost all of us have had a bad boss at some time during our career. But, I also receive comments posted by readers about their good bosses whom they admire, respect, and wish to emulate. I know the topic may not be quite as exciting as bad bosses, but good bosses deserve recognition, too. Share your good boss story. Other readers have shared their good boss stories, too.

Boss's Day

So, in honor of National Boss's Day on Friday, October 16, I pulled this comment from Sasha that she made on my Still Hate HR post from May. Sasha says:

"I have been at companies where there were 'bad' HR representatives and companies where there were 'good' HR representatives. I believe one poster said it all - 'Your HR department can only be as good as the executive management.' Yes, employees need to understand that ultimately your HR rep works for the company as do you.

"However, it doesn't mean that you shouldn't feel comfortable going to your HR department with an issue and expect it to be handled fairly. I have worked for companies with hatchet HR reps. Everyone dreaded seeing them and they really weren't advocates for anyone but the company. You couldn't expect to be treated fairly or your situation handled humanely. It was all about the company's legal protection.

"Now, I am with a company who puts the Human in Human Resources. Since changing directions in my career, my HR Director took me under her wing and has mentored me. She explained the processes of our company, which I've always believed are fair. First, she says when a manager comes to her asking to let someone go, she has a checklist they must complete to ensure it is not just someone pissed off at an employee.

"Every effort is made to ensure there is no other alternative to letting an employee go. Additionally, if an employee has a complaint about a manager, then information is compiled discreetly before any steps are further taken. The ultimate goal is to have a happy, productive staff all around. Of course, not all situations have a happy ending but what I appreciate is that every recourse is utilized before a decision is made.

"Although we are not a large company, with less than 400 employees, our HR department pretty much knows each person and whether they have a family, are married, etc. Employees understand that when they approach our HR department with personal or company issues, it remains confidential.

"When issues arise of which they question, do they contact our legal counsel? Of course. They want to ensure they are not only protecting the company, but the employee as well. That is one reason why counsel is retained.

"It is very unfortunate that many HR representatives are unable to do their jobs effectively. I think it is because a lot of them cannot distinguish between personal and business. They get defensive when confronted with issues and take it as a personal affront.

"I am pleased to be associated with such a caring company. And, one day, when I grow up, I want to be just like my HR Director!"

Want to see more? Other readers share their good boss stories.

_{Image Copyright Jack Hollingsworth}

More About Good Bosses

• How to Get Along With Your Boss.
• Sincerity Means Everything.
• The Bottom Line for Employee Retention.

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Halloween celebrations in the office are motivational and fun for employees. I've written often about how Halloween and other celebrations are motivational and create an environment that is conducive to high employee morale.

But, Halloween celebrations in the office also bring their own set of challenges for the employer.

Although Halloween is meant to be a festive day, for some employers it could be more frightening than fun when employees celebrate Halloween in the office, says Dennis Donnelly, J. D. (pictured).

Let's take a look at the other side of the coin as you approach celebrating Halloween in your office. When employees fail to take sensitivity, diversity, and honoring differences to heart, law breaking, morale busting situations can occur in the office.

Our events planning committee is still finalizing Halloween plans for this year, But, we do have an annual event in which the children of employees dress up and come to the office to trick or treat. This is still popular even as our employees are aging (21 to 32 - grin) and families are becoming the priority over pumpkin carving at work.

Perhaps in a couple of years when all of the children are older, pumpkin carving will be a priority again? In the meantime, many employees do dress up for work in costumes each year, too.

Holidays and Events You Celebrate

Please tell us which holidays and events you celebrate and what you do to celebrate these holidays and events in your workplace.

_{Image © Dennis C. Donnelly}

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My colleague told me he must have been as he served himself a second helping of fruit at the strategic planning offsite meeting.

Others, who had visions of doughnuts and chocolate eclairs dancing in their heads, were not as excited. But, what the heck, with health insurance costs continuing to go up again this year, healthy eating at work-related events is positive role modeling for all.

Think about the opportunities you have: vegetarian hot dogs and garden burgers in addition to the real deals at the company barbeque; a taco salad lunch following a company meeting; and fruit and yoghurt for breakfast meetings. Remember the days when doughnuts and coffee were your only choices at a meeting? Those days are gone. The goal now, is to provide options.

Oh, and by the way, if you are feeing sorry for my colleagues, don't. They had German Chocolate Cake for lunch and cookies at the afternoon break.

_{Image Copyright Jacom Stevens}

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Traditions are important in companies just as they are in families. And, Halloween is one of the best holiday traditions to establish and to celebrate at work.

Halloween has climbed right up the holiday charts and is now the second most popular holiday, second only to Christmas, so it's popular with employees, too.

The early history of Halloween has pagan roots but that history is either unknown or faded in memory to the thousands of people who celebrate Halloween at work.

Celebrating Halloween at work appeals to the child in each of us and helps create a motivational, team work-oriented work culture. These tips will give you many ideas about how to plan and carry out a Halloween celebration at work.

Share Your Holiday Traditions

From Halloween to Thanksgiving to the first day of spring, you can celebrate traditional holidays or holidays your company creates. My company celebrates its birthday every year; it's our main annual event. Does your company celebrate annual holidays or events in your workplace? Please tell us which holidays you celebrate and what you do to celebrate these holidays in your workplace.

_{Image © Betsy Weber}

More About Team Building Holidays

• Celebrate Holidays for Motivation and Team Building.
• Team Building Halloween.

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One of my blog posts from last May, Still Hate HR?, is still regularly drawing comments from readers. Today, JJ posted this comment after reading through your comments on the post. JJ asked several pertinent questions that only people working in companies and in HR roles will be able to answer. What do you think?

JJ says: "It is great to read all your well written and thought out input. I am currently a grad student in HR. It is just as fuzzy in here. Some prof's are tired, you can tell that their HR career took the life right out of them, and they can only teach the stuff. Some love their job, and teach at night.

"The problem is, they all want us to learn the strategic end of HR, so we will be invited to sit at the table, and I am not getting the impression that HR people sit at the table much. Are the graduate programs preparing us for a pie in the sky kind of career, and then when we get out there, it is paper pushing and head complaint dept.

"There are so many people in the career that do not have an HR degree - is this the problem? I am learning about a lot of bad managers that we have to look out for, and about a lot of employee problems that we ourselves could be sued over if we are not careful. We are learning all the laws, so to treat everyone fairly, but the common answer for most situations is: 'it depends' pick your poison, each solution is going up against someone's rights - who do you want to tick off more, management or employees or the law.

"It is all very confusing, and I wonder what the real job is acturally like. Is it stressfull, or do you have nice people mostly, or are the top managers trying to tell you one thing and asking for something else.. or does 'it depend'.

"Any comments are helpful."

Interested in more about strategic HR? It's an ongoing topic on the site.

_{Image Copyright Dieter Spears}

More About HR Strategic Roles

• The Human Resources Department As a Profitability Factor.
• The New Roles of the Human Resources Professional.
• How to Get a Seat at the Executive Table.

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Today, I'm thinking about the differences in people. Some jump into new situations and technology. Others, like me, read the directions, think about it, and make a plan.

I am rarely the first done with anything because I am still planning when the "jump right in" folks cross the finish line. This is why it is so important to choose the right career for yourself that plays on and emphasizes your strengths, not your weaknesses. Great managers know this rule when leading people, too.

In addition to each of us having a different approach to work, we also operate on different clocks. Some are morning people and some are night people. I'm a night person - always have been and always will be. I can even remember reading under the covers with a flashlight after my mother said lights out during elementary school and high school years.

All through college and for years after, I worked nights in restaurants: waitressing, bartending, cooking, and managing dining rooms. We finished every evening with a 3 a.m. breakfast at a local all-night restaurant. And, many of those mornings, I had to show up an hour away to teach school at 7:30 a.m. I was never late, but I think of those years of early mornings as the "cruel" years. I have to also admit that I have had to show up much earlier for consulting engagements, but somehow early mornings by choice feel a bit better.

I've created a couple of polls to compare our diverse habits. Are you a thinker/planner or a doer? Are you a night person or a morning person? There are no correct answers, just expected personal differences.

Read more about careers in Human Resources including job prospects, salaries, and how to get into the field.

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Question: I was given a job offer by a bank. The bank withdrew their offer of employment because my former employer, another bank, refused to speak to the new employer over the phone. My former employer said it was against their policy to speak to anyone and faxed a letter stating the dates of my employment. Is it legal for the new employer, who had made the offer, to request to speak to a former employer? What information can be requested?

Answer: It is difficult to speak to individual situations without knowing the policies of the companies you are asking about. That said, many companies have a policy of only directing potential employers to HR with managers and others forbidden to speak to the potential employer. In these cases, dates of employment, job title and salary are likely the only pieces of information given. If you left in good accord and signed a document that gave your former company permission to talk about your performance, perhaps they will.

And, again, if it is the new employer's policy that they must speak to, as an example, your former boss, and they treat all candidates the same, then their policy is their policy.

Have you tried inquiring further of either your potential employer or your former employer? This is the format I recommend for checking references when the company will speak to an inquiring potential employer. I only recommend doing this kind of a check if the employer is ready to offer the candidate a position.

Checking the references of a large number of candidates is time consuming and impractical and I prefer not to spend the time unless I am really just confirming that I have a great candidate. You may wish to speak to an employment law attorney, and I am not an attorney.

What do others think about her problem? Is withdrawing a job offer common? What is going on here? Speculation is okay. I am also not an expert in this area. Under what circumstances do you withdraw job offers? Is a negative finding in a background check one of them?

Please respond to my reference checking poll: what does your company do about reference checks? How do you give good employees a break?

_{Image Copyright Pali Rao}

More About Reference Checking and Job Offers

• How to Respond to a Reference Check Request.
• Prep Your References for a Reference Check.
• Who Owns Reference Checking?
• Sample Job Offer Letters.

My email has brought me a disturbing trend recently. Some employers are asking prospective employees for their passwords to social media sites in which they might participate such as Twitter, MySpace, and Facebook.

I'm not talking about the public, professional profile the potential employee may have carefully developed on sites such as LinkedIn. LinkedIn is a professional networking site where potential employees want you to look and read about their accomplishments and connections.

I'm talking about the social media sites where some prospective employees lock their tweets and set up privacy filters on their Facebook pages because they want only friends and family to share. Sure, venture there for their public postings, but asking for passwords to private spaces is over the edge.

I don't think an employer should ever venture there unless invited by the employee or prospective employee. Their private lives are really not your concern - unless they choose to share them. And, even then, access them sparingly. Do you really want workplace performance affected by the contents of his or her Facebook wall?

Careerbuilder Employer Use of Social Media Study

But, many of you disagree with me. A study by Careerbuilder.com concludes that 45% of employers are researching candidates at social media sites compared to 22% during the same time period last year. The study, conducted by Harris International, of 2667 hiring managers, and completed in June, 2009, indicated that another 11% plan to begin screening on social media sites this year.

According to Careerbuilder, of the managers surveyed, "29 percent use Facebook, 26 percent use LinkedIn and 21 percent use MySpace. One-in-ten (11 percent) search blogs while 7 percent follow candidates on Twitter."

35% of managers said that information found on social networking sites eliminated a candidate from contention. Key reasons included inappropriate photographs (53%), drinking or drug use (44%), bad mouthing former employers, coworkers, and customers (35%), exhibiting poor communication skills (29%), discriminatory remarks (26%), lied about their qualifications for the position (24%), and discussed confidential employer information (20%).

On the other hand, employers also found evidence that the candidate would be a good hire: candidate demonstrated a personality that would be a good company fit (50%), consistent professional qualifications (39%), candidate showed creativity (38%) and good communication skills (35%), prospective employee was well-rounded (33%), good references were posted about the candidate (19%) and the candidate received awards and recognition (15%).

Employers need to know that prospective employees are fighting back against this trend. They are using privacy filters on sites like Facebook to disenable public inspection. They are locking out the ability of unwanted people to follow their Twitter comments, and they are going so far as to suspend their social media accounts during a job search. (I understand they don't lose all the data but I have never personally tried it.)

If you search for your candidates on Google or another search engine, make sure you have the right person. Additionally, I recommend that you use such a search to confirm your interest in a candidate and for background checking. Don't go snooping to eliminate a candidate who may have won the job search competition on every other level.

What do you do to find out more about your candidates on social networking sites, professional networking sites, and in Internet search. Please cast your vote in my new poll.

Add your thoughts about researching - snooping - on potential employees on social media in my new readers respond page. I'd love to hear what you think.

More About Professional and Social Media

• Top Reasons to Participate in Social Media.
• Social Media Should Rock Your World.
• Recruiting Employees Through LinkedIn.
• Develop a Social Media Policy.

Twelve tips for team building has long been a powerfully popular topic on the site.

So, I am in the process of expanding all twelve topics and providing more detail about how to do each of them effectively. I've completed four now including clear performance expectations and organizational culture.

Today's new article about team culture and context takes you another step forward in team building and team development. I trust you'll find the series worthwhile. In the meantime, have a wonderful weekend.

And, please share your favorite holiday celebrations that you do in your office. We are introducing this opportunity to include and publish longer pieces on the Human Resources site.

_{Image Copyright Jacob Wackerhausen}

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