#NextChat

Pictures about #NextChat

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Best tweets:

Wendy Dailey 16/07/2018 11:33
Yay!! #nextchat with @mfaulkner43
http://pic.twitter.com/Av6atMd7Uv
SAN JUAN, Puerto Rico--(BUSINESS WIRE)--FeedYak, the app for employee engagement, published its third annual report, Engaging the Generation Z Professional, based on the responses of over 8,000 studen...
Mary Kaylor 16/07/2018 11:12
The stars keep shining on #Nextchat! Mary Faulkner joins us on Wednesday! @mfaulkner43 #cantwait!!! https:// twitter.com/SHRMnextchat/s tatus/1018995637357088769   …
SHRMnextchat 16/07/2018 11:07
What's next for #Nextchat? Talent Strategist Mary Faulkner joins us 7/18! Stay tuned to blog.shrm.org   for the preview! @mfaulkner43
http://pic.twitter.com/7BPcelicPR
What's next for #Nextchat? Talent Strategist Mary Faulkner joins us 7/18!  Stay tuned to  http:// blog.shrm.org       for the preview! @mfaulkner43<br>http://pic.twitter.com/7BPcelicPR
Self Care Weekly 15/07/2018 01:23
#SelfCareWeekly is back Tues 2000pm GMT. Connect with your fellow contributors of #HRTribe #HRonPurpose #SHRM #HRHour #Nextchat #LeadersHour @MHFAEngland #LDInsight @HR_Hour Grow your network & make friends with #HR professionals & other interesting humans from all over the world
http://pic.twitter.com/QVU6j5pPLH
#SelfCareWeekly is back Tues 2000pm GMT. Connect with your fellow contributors of #HRTribe #HRonPurpose #SHRM #HRHour #Nextchat #LeadersHour @MHFAEngland #LDInsight @HR_Hour Grow your network & make friends with #HR professionals & other interesting humans from all over the world <br>http://pic.twitter.com/QVU6j5pPLH
Steve Browne 13/07/2018 01:40
For #FF I want to encourage you to follow #HR folks who make the profession better !! These people truly lift up Human Resources in tangible, viable and relevant ways. You'll enjoy having them in your network. #HRonPurpose #SHRM #CIPD #HR #HRTribe #Nextchat #HRHour #HRSocialhour
Kyra Matkovich, SHRM-CP 11/07/2018 07:56
A8- For real. Treat people well. Be empathetic. STOP jumping to conclusions. Ask questions. Coach. Model appropriate behavior. Look for the good in people. I always say, "Every day, my goal is to bring goodness with me." Focus on the good, and good will follow. #Nextchat
Molly James, MBA 11/07/2018 07:54
A8. HR's role is to train the supervisors. Give them the tools they need to manage and lead their department. HR is there to protect the company and give guidance. If an employee has an issue with a supervisor, of course they can assist with that. #nextchat
Samantha Rist 11/07/2018 07:49
A7. Stop handling the dramatic people with kid gloves. One of my favorite tips actually comes from @CyWakeman’s Reality-Based Leadership: just clip gossip stems off with a “Thanks, that’s good to know.” No need to disregard them entirely or feed into it. #nextchat
Mary Williams, SPHR 11/07/2018 07:47
A7: Quote by Anita Renfroe: “Difficulty is Inevitable. Drama is a choice.” #NextChat #DitchTheDrama @cyWakeman
http://pic.twitter.com/abeCyyzF0k
A7:  Quote by Anita Renfroe:  “Difficulty is Inevitable.  Drama is a choice.”  #NextChat #DitchTheDrama @cyWakeman<br>http://pic.twitter.com/abeCyyzF0k
Kyra Matkovich, SHRM-CP 11/07/2018 07:44
A6- Ask for feedback. Allow employees some input into potential changes before they occur. Give them an outlet to express their opinions. Let them know what outcome you're looking for, and what the company can do to ensure that it happens. Employees have awesome ideas! #Nextchat
Lauren Lynn 11/07/2018 07:42
A6: Employees need to feel heard and that their ideas/opinions have been considered. Without trust, there will be low buy-in. #Nextchat
Molly James, MBA 11/07/2018 07:40
A6. TRANSPARENCY #nextchat
Kyra Matkovich, SHRM-CP 11/07/2018 07:39
A5-Model the behavior you want to see in your people. Don't engage in drama. Deal with it immediately (& appropriately). Coach employees on better ways of handling conflict/concerns, etc. You can't just say "don't do X." Teach & show them. #Nextchat
Mary Faulkner 11/07/2018 07:34
A5) I worked with an HR manager who was SO good at listening for a few minutes and then asking, "So what do YOU want to do about it?" Insanely effective. #nextchat
Hyrell 11/07/2018 07:33
A5. The biggest thing is addressing concerns when they arise (don’t sweep them under the rug!) If reality doesn’t match individual interpretations of events, that needs to be cleared up #NextChat
Jillian Caswell 11/07/2018 07:31
A4: I think it's really important to gauge how someone talks about their prior employers - a bad experience can still be spoken to in a neutral light. Also, if someone isn't able to share how they can improve, something they could have done better, I get red flags #NextChat
Mark Fogel 11/07/2018 07:29
#nextchat Q.4 My measurement is when folks talk about others and isssues and do not have an ounce of humble in the discussion...
Mary Faulkner 11/07/2018 07:28
A4) Yes....ish. This is why you plan out a structured interview...and chase any red flag in the follow up questions. Love asking, "Tell us about a time when another's actions negatively impacted a project." That'll tell you A LOT. #nextchat
Drew Cherry, SHRM-CP 11/07/2018 07:28
A4: Get away from creating hypothetical scenarios. They don't work. Get curious about why they were or were not successful in recent projects and why they leave jobs. Look for those who take some level of accountability and avoid the blame game. #Nextchat
Steve Browne 11/07/2018 07:27
I think we struggle in #HR and as Managers when we frame our interactions as we "have to deal" with people. I GET to work with humans and all their messiness. I don't "deal" with anyone. Please know that people rock !! #Nextchat
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