We’ve all been there... You filled out your annual self-evaluation. Your manager reviewed it. Your manager reviewed your performance and sent their review and your self-review to your second level manager for review and approval. You have a meeting with your manager to review the appraisal. You sign off on the appraisal. Your manager signs off on your sign off. Your second level manager signs off and finalizes the appraisal.

Defining “work-life balance” is difficult. Eventually, as you stay committed to finding what works for your organization, the definition becomes less nebulous. At Helios HR, our definition centers around integration instead of balance. When we first start, we work with our mentors and team leads to determine what works for us: when to answer immediately, when to allow the email to sit until morning, and when to leave the phone altogether.

Human capital is your most important asset. A lot of organizations talk about this in executive speeches, marketing materials and advertisements. If you are one of these organizations, what are doing to support this statement?

While on client site, sitting in Leadership meetings, attending training, there is always one key initiative all companies are talking about right now: How do we attract top talent and, how do we get those people to stay?

For the majority of American’s, at one point or another we have probably had some sort of authority figure directing our work. If you are one of those who decided to skip this step and go into business yourself at the age of 15, I applaud you! For the rest of us, we have had some incarnation of a boss or supervisor who has directed our daily activities at some point in our lives.

I have recently been a part of conducting several HR Compliance and Effectiveness Assessments for our clients and one of the first questions we ask the executives and employees is, “What do you think Human Resources is responsible for?” We ask them to think in general terms and not just what HR is doing at their current organization.