I recently interviewed a prospective Human Resources Manager candidate and asked what one of her current challenges was. She gave an answer that included an example of two direct reports who once were the best of friends, but are now archenemies and have brought their issues with them to the workplace. In the industry that she is in, she explained that this is common behavior and that it often lands her in the position of being a mediator.

Things are a bit different in the 21st century around the workplace with laptops, cellphones, and even tablets as the norm for technology issued when a new hire begins. Although employees are provided with different tools to communicate from any and everywhere, leaders sometimes fail to effectively engage their virtual workforce. While of course this is not on purpose, but we see it occur due to the old saying, "out of sight, out of mind".

The job market is slowly but surely recovering from the 2007-2009 recession. As hiring increases across the United States, more and more people are leaving their jobs voluntarily. In fact, according to the Federal Bureau of Labor Statistics, since the recession, the number of voluntary separations has increased by 49 percent. So, how can you as an employer stop or reduce this significantly increasing voluntary turnover? One answer is by analyzing the reasons that employees are leaving. This can be done through an exit interview, ensuring that there is a conversation and not just an automated questionnaire. The difficult part once you have found out why employees are leaving, is to address the issues and come up with long-term solutions.

Congratulations to those organizations recently honored for building a “culture of intention”! Being named a Helios Apollo Awardee, a Best Places to Work, or an Outstanding Corporate Citizen, is a testament to the level of impact your leadership is making on your organization, your team and the community.

Throughout my travels to clients and other events, I do a lot of facilitating for Helios HR and the number one question I am asked is, “How much does it cost? “ My answer is always the same…” it depends.” Training programs are offered in many forms, and there are several areas to consider when looking at the options for how much it will cost and the effectiveness.

HR is playing games with you! Believe it or not, in a growing trend, businesses are using gaming in a variety of human resources (HR) functions including hiring, leadership development, and employee recognition. Gamification is a combination of behavioral science and technology that provides companies with great tools for employee development, assessment of candidates, feedback, recognition, and collaboration.