Designing a talent strategy for corporate success doesn’t happen accidentally. It must be carefully thought out. Many management theorists have concluded that talent strategy is one of the prime determinants of corporate success. HR leaders have a lot to prioritize when it comes to their department, including finding the right people in the right places, assembling the best team, establishing dynamics, inspiring the right culture and encouraging employee engagement.

But what is the most important?

Understanding the Business

Most HR leaders are masters at understanding people, but that isn’t enough to make your business successful. The first thing that a leader must do is understand the business. Harvard Business Review points out that organizations with high levels of success had HR leaders who came up through line management.

To keep reading, click here: Talent Strategy for Corporate Success: Choose Your Path Wisely


My Employee is Tattling on Her Coworkers

by Evil HR Lady on August 7, 2018

I have an employee that monitors everyone else’s schedule. We are a retail organization, so schedules change from week to week. If someone is late, or two people swap shifts, I’ll hear about it from her. Other than this annoying habit, she’s good at her job. She just likes to hover and tattle. Of course, this drives her coworkers crazy. Can I keep the schedule away from her, citing privacy concerns?


To read my answer, click here: My Employee is Tattling on Her Coworkers

Leave your own answer in the comments!


Today was my first day back to work after 10 days of family travel, and boy did it go wrong. Now, I’m a huge believer in vacation. It’s important to take time away from your work–mentally and physically. I’m also a huge believer in the value of travel. Seeing new things and meeting new people and understanding different cultures just a little bit more helps me to be a better writer, speaker, and consultant. I usually come back from vacation excited to get going–I truly love my job!–but today was a disaster. Learn from my mistakes.

I scheduled a dentist appointment for my daughter.

She starts school next week and I didn’t want her to have to take time off school to get a tooth filled, so I took this appointment time. Boy, was that dumb. Having to stop work to take a kid to the dentist threw my day off kilter by 10:00 am. Don’t schedule things on top of your normal work day for your first day back.

To keep reading, click here: I Had a Crappy First Day Back at Work After Vacation. Here’s What I Did Wrong.


If you were a kid in the 80s, you undoubtedly watched The Facts of Life, which starred Charlotte Rae as the housemother, Mrs. Edna Garrett. Rae died yesterday at the age of 92 and the world is a little bit worse off now.

While I don’t know a great deal about her personal life, her character was someone worth knowing. Rae was the creative force (along with Normal Lear) for The Facts of Life, so we can imagine that Mrs. Garrett shared some of Rae’s own personality traits–or at least her ideals. And if we could have managers like Mrs. Garrett, we’d all be better off. Here’s why.

Mrs. Garrett didn’t tolerate bad behavior

Being a house mother in a ritzy boarding school sounds like a nightmare job to me. But, she handled it perfectly. When the girls did bad things there were consequences. While helicopter parenting wasn’t really a thing in 1979, if they were, they would have complained about their daughters being forced to work in the kitchen to pay a bill for their own stupid actions. Mrs. Garrett would have said no way, no how. You made this mess and you’ll pay it off.

To keep reading, click here: Why the World Would Be a Better Place All Managers Were a Little Bit Like Mrs. Garrett

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When your business grows, it can be exciting but also expensive. If you maximize big data, however, you can have the best of both worlds: cost-effective growth. Data has always been out there, but until recently it’s been too difficult to pull it all together. Thanks to advances in data aggregation technology, you can now fully leverage data to help your expansion easier and less expensive.

Here are some areas where using data can help you discover cost-effective growth opportunities:

Workforce Expansion

Wouldn’t it be great if you could predict just how your workforce might grow? Or how certain aspects of your growth plan will change your bottom line?

To keep reading, click here: Cost-Effective Growth: Let Big Data Do Your Heavy Lifting

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Often, organizations consider outsourcing in response to business transformations an unpleasant choice, but that doesn’t have to be the case. The idea that other people are needed to handle responsibilities might be the best — or only — way to handle growth.

It’s easy to become over-extended as you expand, and it’s important that the C-suite’s energy is focused on maintaining the organization’s core functions. The in-house team of experienced leaders, managers and employees can handle core functions, but many other tasks can be effectively handled by outside sources.

Of course, the decision to outsource and the transition should be handled with care, so here are three tips to guide your strategy.

To keep reading, click here: Outsourcing in Response to Business Transformations: 3 Tips for Success


Similarities Between Athletes and HR

by Evil HR Lady on August 1, 2018

The similarities between athletes and HR leaders might seem far-fetched to some, but whatever their differences on the surface may be, they are both trying to inspire and achieve greatness. Those of us within the HR industry have experienced the thrill of victory after successfully persuading the C-suite to embark on a new initiative, and we’ve also experienced the agony of defeat when an employee we’ve onboarded, trained and invested in leaves for a competitor.

Here’s a few more similarities between athletes and HR.


Can you do back flips and turns on a balance beam? What about the HR manager who has to coach the star salesperson who isn’t very nice to their co-workers? The organization doesn’t want to lose their star performer, but they’re so negative that you’re in danger of losing everyone else. So, in comes the HR manager tasked with correcting this behavior without punishing or offending. Talk about a tough balance!

To keep readign, click here: Similarities Between Athletes and HR


Controlling Costs: Dermatology

by Evil HR Lady on July 31, 2018

Most people know that you should schedule an annual checkup with your primary care physician and visit the dentist regularly for cleanings. But what about preventive skin care? Should your employees see a dermatologist, and if so, where do dermatology costs fall under your health benefits plan?

While dermatologists themselves recommend one annual visit for a full-body check at minimum, the Skin Cancer Foundation says you can get a full-body skin checkup as part of your annual physical with your general practitioner, who will then refer you to a dermatologist should something be amiss. So if you aren’t doing so already, encourage your employees to get annual physicals in order to catch problems early.

But whether your employees see their primary care doctor or a specialist, they need to keep an eye on their skin. The body’s largest organ, it does its job so well that we often forget that it needs medical attention, too.

To keep reading, click here: Controlling Costs: Dermatology

Note: I realize this is pretty far off my normal topic. Anthem asked me to write this, I said, “are you sure?” they said yes. It was super fun to research something outside my area of expertise! Now I know a lot more about dermatology. 🙂


Salesforce CEO Marc Benioff announced some startling changes at Salesforce in order to rectify problems between male and female pay gaps. Excellent. Except there are some things that have not yet been addressed.

1. Benioff said regarding pay discrepancies: “It was everywhere,” Benioff admitted in a 60 Minutes interview. “It was through the whole company, every department, every division, every geography.”

How does it get this way and how do you solve that?  A spokeswoman for Salesforce said, in an email to me, that they approached the pay difference as follows:

“We solve for any unexplained differences between both women and men, as well as race and ethnicity in the U.S. And if there are, we make adjustments as needed.

The wage gap is a complex problem, and there is no single cause of pay inequality. There are many variables and socio-cultural factors that play into these discrepancies that are beyond the control of one organization, department or person. What we’re trying to do through our regular audits is negate these factors as best as possible.

Within a business, there is a cause of pay inequality. And that is terrible HR. Who is getting fired over this?

To keep reading, click here: Marc Benioff’s Goals for Women Are a Priceless Lesson In Virtue Signaling


Gig employment will make the American economy of 2040 “scarcely recognizable,” reports Fast Company. In fact, 34 percent of American workers are already working gig jobs, according to Freelancing in America: A National Survey of the New Workforce, published in 2014.

Large organizations have long used gig employees for special projects, but have often used the term consultant rather than gig; however, they are essentially the same thing. That said, adapting to gig employment is something that every organization should think about. Should your organization be on the lookout for freelancers? Is this the right way to hire for your organization? Should your organizational hiring strategy change?

Here is what you need to know to make the right choice:

To keep reading, click here: Adapting to Gig Employment: Is It Right for Your Organization?