Books by Martha
"Can you really find a career to satisfy your soul while it meets your career dreams? Yes! Click on the cover of this inspiring ebook to learn more!"
"This book touches not only the heart, but also the mind and soul of the HR profession. It's full of ideas with impact, tools and tips...and wonderful stories."
Professor, University of Michigan Business School
co-author, The Why of Work
"A fun and easy-to-read blueprint on understanding and creating engagement within a team. No high falootin' business jargon here -- Martha Finney tells it like it is."
Director Global Workforce Learning & Development
Save the Children
- How Joe Paterno Can Continue to Inspire
- They Lay Off HR Too, Don’t They?
- Have You Lost Respect For Your Boss?
- How to Build Passion Literacy at Work
- The Hope of HR: “People are fundamentally good.”
- Miles of Wisdom: The First Thing to Know About Inspiring Great Customer Service
- The Hope of HR: Prepare to Be Amazed…Every Day
- Five Ways to Beat “No Job/No Job” Discrimination
- The Networking Tool that Beats Facebook Hands Down
- Career Fear: Put Anxiety in Its Place
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Tag Archives: unions
For around 15 years, employers (at least the ones who were awake) have been caught up in the chase for high employee engagement. Those were the days when unemployment lounged around the 4% neighborhood. And, let’s face it, employee engagement was mostly about the competition for great candidates – or sometimes any candidate – to fill a job req. And then keep those cheeks in seats, rather than lose them to market competition.
Those times are gone. Hiring has plummeted. Great talent has gone begging. And I’ve been hearing what I had hoped I’d never hear again: “They should just be glad they have a job.” (Uhm, the 1970s called; they want their BeeGees back.) So why should employers invest in the inquiry as to whether employees are engaged? Money’s tight, can’t it be better used elsewhere?
Employee engagement is … Continue Reading
Like many leaders in HR, Tim Garrett didn’t set out to spend his career in the people side of business. To say he was in the right place at the right time might be a stretch. But he was definitely where his talents could be best used when they were needed the most. He was in a management training rotation in the HR department when a strike hit the company. He was immediately assigned the duties of giving management whatever support they needed to prevail in the strike.
Over 30 years later, he has successfully led his employers and suppliers through more than 15 unionization attempts. His approach is not to go head-on with union organizers. It’s to create a workplace culture based on mutual trust and respect — one that makes unions irrelevant in the eyes of the employees. … Continue Reading