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 | Vol. 12 No. 139 - ISSN: 1533-3698 October 22, 2011 Dear People: Ice breakers, energizers, and activities heighten the effectiveness of training sessions when targeted to the training, speaking, or facilitation topic and the needs of the learners or participants. Ice breakers are also useful to start out meetings and encourage interpersonal communication. See sample ice breakers. Do you know that I write a new blog post every day? Check out the blog in the center column on my home page. Comments, questions, suggestions? Email Me. Please forward this newsletter, in its entirety, to your colleagues, coworkers and friends, because you want to add value to their work and lives. Regards and wishing you and yours the best this weekend, Susan | |
Tips for Business Networking and the Secret to Success
Are you interested in becoming better at business networking? Networking is meeting an extended group of people to form mutually beneficial relationships that provide assistance and support to each other over time. There is also a secret about how to network well. Find out how.
| Tips for Reference Letters
On occasion, an employee or a former employee will ask you to write a reference letter to help improve their job searching success. If it's an employee that you valued, you'll want to help him or her out by writing a reference letter. For a good employee, it's easy; for a so-so employee, the words become more difficult. If the employee was an underperforming, not-very-successful employee, I'd pass on the opportunity. Here's everything you need to know and how.
| How and Why Did You Pick HR?
Everyone has a story about how they came to work in Human Resources management. And your stories are thoughtful and interesting. Consequently, with our new reader submission tool, one of the first opportunities I created was to ask you why and how you chose a career in HR. I startd by sharing my story about how I came to work in HR.
| Performance Management is NOT an Annual Appraisal
Performance appraisals are a hot topic in management and organizations these days. In fact, hundreds of resources exist to tell you how to do performance reviews. I think this is the wrong approach. Should you do reviews at all? People want to know how to do them, when to do them, whether to do them, and how they affect performance. The employees who are the targets of these assessments want to know...
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