Work-life balance is a challenge for many of us in today’s fast-paced and “always-on” world. And if you’re in a leadership position, that challenge is multiplied not only by the people on your own team -- but also by the other employees in your organization. Here are three key ways to model work-life balance for your employees.
When I was starting out in my career, I was fortunate to have people around me who helped lessen the impact of those falls and even point out the perils of paths I was considering. Over the years, these experiences have led me to seek out similar mentoring opportunities to ensure that this evolutionary cycle continues. Here are five ways I've learned to use my expertise to give back to others just starting out.
by Rosemary Haefner, chief human resources officer of CareerBuilder
The class of 2015 has one more reason to celebrate: In the best outlook since 2007, 65 percent of employers are planning to hire recent college graduates this year, according to a new survey from CareerBuilder. Even better, one third of employers will offer higher pay than last year, and 1 in 4 will pay $50,000 or more.
The cold weather or family-friendly work schedules may mean more workers are logging hours from home, and technology has enabled employees around the globe to work together. With a team widely dispersed around the world, though, it’s not easy being a manager. To overcome potential hurdles, employ these three essentials for managing remote workers and staying in touch with your team.
Many of us feel like we’re dead in the water at work if for some reason email, text, job boards, spreadsheets, and Facebook aren't available. A wise talent advisor, however, recognizes that there are plenty of opportunities to add value and increase ROI with no technology required.
Being a talent advisor isn't a passive role. As we head into 2015, I’d like to encourage you to be a curious observer of HR technology -- and here's why.
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