Things I like on the internet.

– Myself
– My retweets
– Mentions of me
– Photos of my good side
– When you share my blog posts
– Looking at your followers
– Loud bands that shred
– Baby animal videos
– TSA’s Instagram
– Yo mama jokes
– Travel snaps

I need to smash my phone. You probably need to smash yours, too!


Middle-aged HR ladies are something else. Being middle-aged myself, I know we fall in one of two categories: Oprah Winfrey or Joan Collins from Dynasty.

I recently met the Joan Collins of HR at a networking event, which sucks because I’m Joan Collins. Here’s the story as I test my new microphone.

It’s a Shure SM58. I need a pop filter, but it sounds okay!


Email marketing works. It might not apply to every segment of the marketplace. But, if you want middle-aged people to buy your goods or services, send them an email. Here’s why.

I’m trying to add more fun back into my marriage, which is going about as well as “forced fun” always goes. I can’t shake my inner HR lady and ask my husband to do random excursions I find on the internet. Weekend trip to a civil rights monument and a cat cafe? Dinner at the art museum? He goes along for the ride. I think it might be helping. At the very least, we’re watching less TV.

Earlier in January, I received an email from my local blow-dry bar. They offered a last-minute discounted appointment for hair, make-up, and a portrait snapped by a local photographer. The combined price alone was less than a day at the spa. I thought, “I’ll look nice, and we can go to dinner on a weekday night.”

The bar for mid-week fun is low. 

I ran over and made myself look pretty for dinner. My hair appointment was great, but the make-up artist did a massive upsell for her services outside of the salon. I don’t blame her — email marketing is a form of business development for local retailers — and I swear she made me look like a forty-five-year-old anchorwoman on purpose. 

The photo captures the essence of wearing your kid’s birthday cake as a primer and foundation. My husband took one look at me and was like, whoa, what’s going on here? Did I miss something?

I’m like, nevermind, let’s get Chinese.

So, while parts of this experience weren’t super-awesome, I’m telling you that email still works. Your agency isn’t lying to you when they recommend list-building and segmenting exercises as best practices. It’s an essential component of a plan to separate your buyers from their money. 

Email works beyond the B2B and B2C realm, too. If you’re a content creator like me, email offers you an opportunity to say hello to your fans and champions. People who believe in your artistry and creativity want to hear from you. Email is the best way to do it.

And if this blow-dry bar emails me with another blow-out deal minus the make-up and photo, I’ll still buy it. Do you know how difficult it is to dry your hair when it’s long? It’s not worth it. I mostly walk around with towel-dried hair in a bun. 

But I’ll skip the makeup. When I received my photo, my husband had no recollection of the random weekday night we ate Chinese food. 

“Did I take that photo of you? What’s up with the makeup?”

Dammit, not every experience on the internet is a winner. But I’m still opening email messages with discount codes and catchy titles. Even if you’re lamenting over a spammy in-box, you are, too.


Today is the Carnival of HR, a glorious celebration of writers and thinkers who create fabulous HR and recruiting content. It’s an excellent list of reading, but it’s long. My advice? Bookmark this page. Come back when you catch yourself mindlessly scrolling on Facebook.

Joey Price interviewed Johnny C. Taylor, Jr., SHRM President and CEO.

Legendary blogger Sabrina Baker offers three questions to ask all candidates when you’re hiring for your small business.

Wendy Berry is back from paid family leave. Look at her boys. They melt my heart.

My partner-in-crime Sarah Brennan recommends the top 20 HR conferences to attend in 2018.

Longtime buddy Charlie Judy implores you to reconsider the soul-crushing activity of performance management.

My friend and #HustleUpTheHancock supporter Brad Galin is screaming at his HR technology!

Raj Singh and I met during my trip to New Zealand. He’s fabulous and wants you to be anyone you want to be.

Here is Cheryl Nelson’s first blog post ever. Congratulate her for taking the plunge!

Wally Bock is famous for his #FF recommendations. In this piece, he writes about leadership’s dirty little secret.

Melissa Fairman is a compassionate leader and tells you why she meets once a week with every single person on her HR team.

My awesome friend and elected SHRM board member Steve Browne wants you to flourish. Yes, he’s talking to you.

Kate Bischoff asks and answers why you’d help employees. Really, you should help them.

Tamara Rasberry is a critical thinker and asks you to consider the everyday black history makers and moments.

Meet Mark Souter, an HR leader who needs you to say yes. Do it!

Yvonne LaRose is tackling tough subjects: office drama and betrayal.

Mike Haberman offers ten human resources steps that will save you.

Here’s Julie Winkle Giulioni. She’s writing about challenges facing leaders and managers.

Katrina Collier is the most fun and entertaining woman in our industry. She’s talking about women and the workplace.

Renée Robson is a strong writer and asks you to invest in yourself.

Kelly Marinelli writes about combating sexual harassment and offers a game plan for HR.

John Hollon explores what a great candidate experience means.

Have a look at John Baldino on employer branding and the idea of family in the workplace.

Jennifer Juo is writing on Udemy about L&D’s role in the reskilling revolution.

Jazmine Wilkes wants you to know that black blogs matter.

Heather Bussing of HR Examiner agrees with Jazmine and also believes that black blogs matter.

John Sumser wonders why HR is fiddling while Rome burns.

Helo Tamme has a strong post about the role of people in workplace happiness.

The #MeToo movement has made an impact on HR. Jane Watson writes about organizational culture and harassment.

Maren Hogan of Red Branch Media wants you to follow the 15 steps to hire the right remote worker every time.

What do you know about predictive analytics? Gemma Toth is here to teach you how it applies to HR.

Ben Eubanks is writing about the hidden battle for SHRM and HRCI recertification credits. I had no idea there was a battle.

An important message from Mark Fogel: Don’t believe everything you read or watch, including HR websites.

The talented Wendy Daily is trying to escape procrastination like all of us.

Anne Tomkinson asks a good question. “How solid is that career ladder?”

Are you sick of buzzword bingo? Katrina Kibben riffs on the trendiest buzzword: employee engagement.

Brent Skinner is principal analyst covering HCM at Nucleus Research. Read about the state of the HCM market here.

Voice of HR is back. Founded by Mark Stelzner, his colleague Kimberly Carroll writes about three big changes in talent acquisition software.

Matt Stollak wonders what HR would be like in an organized crime family because he’s creative like that!

Check out Judy Lindenberger on maximizing the benefits of executive coaching.

See why Tim Sackett is jealous of pretty people.

John Hunter writes about the new age of robots and what it means for jobs.

Sharlyn Lauby outlines the ten strategies for every human resources team on the HR Bartender website.

Tony Schwartz talks to Globoforce about how to effectively manage energy, rather than time.

Claire Petrie writes about transferable job skills and finding your path.

Do you know what Occam’s Razor is? Paul Hebert wrote an explanation and how it applies to HR.

Antoine Ray asks you to consider going global to combat your talent shortage.

Visit Dorothy Dalton’s blog and learn about the concept of “diversity of thought” and the talent pipeline.

Is HR on the employee’s side? Dave Ryan has some thoughts.

Ben Martinez wants you to embrace a goal mindset.

Read Kris Dunn’s take on VPs and leaders who print things out from the internet and make decisions using irrational data points.

In the #MeToo era, Dawn Burke asks if white men should be called privileged.

Lee Price tells us why you need to build a people stack before a marketing stack.

The team at TalentCulture, a website founded by Meghan M. Biro, would like you to get your email under control.

As a bystander with power, if you see or hear harassing behavior, you must respond to it. But how? Jonathan Segal has answers.

Jesse Lyn Stoner believes if your organizational culture is not working, look to its polarities for clues on what needs to be changed.

Mary Faulkner wants you to learn leadership lessons from Frank Oz and The Muppets:

Dan Cross writes about ADA Education and Reform Act of 2017. It’s a bill that will make it more difficult for people with disabilities to have equal opportunity to employment, access consumer goods and services, and participate in State and Local government.

My friend and champion Jennifer McClure is thrilled for the new year, but she would like a vacation right now. I keep inviting her places. She’s too busy for me.

Keynote speaker Ryan Estis lays out the four ways to help your small business grow.

The amazing Carlos Escobar asks you to put some good into the world. Please?

Over at HR Books, I wrote about why self-help books don’t always help HR.

Finally, one of my favourites is from Doug Shaw. He thinks angels punish us by answering our prayers. Reminds me of a quote from Truman Capote. “More tears are shed over answered prayers than unanswered ones.”

Hope you enjoyed Carnival of HR for February. Want to participate in March? Want to be a host? Check out Robin Schooling’s blog for more information. And email me with late additions, revisions, or just to say hello.

I’ve missed you, HR friends!




I’ve been trying to write a follow-up on the #MeToo movement for Vox. It’s been a struggle to write about what’s next because I don’t know what will happen.

I’m not optimistic.

In my original article on Vox, I called out Uber’s HR department for its mistreatment of Susan Fowler. It’s a year old. We updated the piece when the #MeToo movement gained traction in late 2017 and doubled-down on the notion that HR fails employees across America.

Since my piece in Vox appeared, I’ve been all over the media talking about sexual harassment. Recently, I’ve been warned to stop writing about specific HR leaders and companies. When I call out people and companies, I’m jeopardizing my career and my finances.

I might risk my safety, too.

Influential people hate bloggers who meddle in the affairs of billion-dollar companies, which is intimidating and scary. I’m not Norma Rae, and, while I’d like to pretend that my blogging matters, it doesn’t. No post is worth more than my life.

Safety concerns aside, I’m struggling to write a follow-up article on the #MeToo movement because it doesn’t feel like much has changed. For starters, there’s a lot of talk about workplace harassment and zero tolerance policies; however, I don’t know a single executive who’s been fired from a major corporation for sexual harassment since Harvey Weinstein was outed as a monster.

Do you?

I know some lower-level dudes who have been put on notice for inappropriate conduct. Unfortunately, they wonder why they’re targeted while other leaders get to keep their jobs. HR picks off the rotten, low-hanging fruit but fails to cut down the diseased tree.

Also, I know zero women who have been promoted to positions of power or received wage adjustments because executives woke up and tackled institutional sexism. Sure, some woman took Al Franken’s spot in the U.S. Senate; however, did you get a promotion? How many women were on your board of directors before Weinstein was outed? How many are on there, today?

I’m also hesitant to write about what’s next for #MeToo because we need about 40 years to understand what just happened. We barely understand the lessons and the cost of the Vietnam War, and most of the experiences are tragic in retrospect.

What’s next for #MeToo? I have no idea. 

My editor is waiting for my next piece, but I’m not rushing to publish another article in my name. I don’t have any answers. Also, I’m trying to avoid drawing the ire of powerful men. So, because of my self-preservationist instincts, I’m not rushing to publish. And I know one thing: I’m not the spokesperson this movement deserves.


I met a woman who’s in recovery from working too much. She attends a twelve-step program called Workaholics Anonymous.

At first, I was incredulous. Workaholics Anonymous? Come on, give me a break. I’m sure these meetings are filled with people who say things like, “I can’t help it, I care too much.”

Her story is a doozy. She’s a hard-charging primary care physician with additional degrees in public health. She’s a mom, a volunteer at a local health clinic, and a yoga teacher. In her spare time, she enjoys doing research and running. But mostly she feared being quiet, staying still, and having intimate relationships.

Her addiction — work — was a mechanism to avoid confronting feelings and situations that brought about pain and anxiety.

I was like, whoa, that’s serious stuff. Hadn’t considered work as an addiction. Makes me wonder how many of you invest yourselves in your careers because you’re avoiding other areas of your life that are uncomfortable.

My first instinct was to judge the woman who admitted her work addiction, and I was wrong. Addiction takes many forms: the internet, tech, phones, alcohol, drugs, hobbies, social media, work. If you’re struggling with an addiction, my heart aches for you. Work is an important component of our lives, but it shouldn’t be the only aspect of our lives that matter. 

The clinical threshold for “work addiction” varies. I’d love to diagnose you, but that’s not my job. If you want to stop working but can’t, you may appreciate the Workaholics Anonymous website

If you’re not addicted to work but looking for more balance, you’re not alone. Find a mentor or a coach to help you explore other avenues of interest in your life.

I’m rooting for you.


Have you been reading the #HRBookClub books of the month? The selections are “Year of Yes” and “A Chance in the World.” You can read both books, one book, or something else. Who cares? Just read something.

I’ve been banging the drum about reading because people still pick on HR professionals — women and minorities — and say we’re not critical thinkers. Not a day goes by when someone doesn’t tell me that the future of HR is about “people analytics” or “machine learning” as if I’ve never cracked open a book and can’t understand the newfangled technology and how it will make work better.

I’m old enough to remember when Y2K, telecommuting, and MBOs were the future of work. Dammit, I’m old enough to remember when fax machines were the promise of a more efficient workplace. 

The funny thing is that books tell us that the future of human resources. And the future could be one of many scenarios: 

1. A dystopian nightmare where robots enslave human beings 

2. A utopian landscape where we no longer work for money, but rather, we’re given access to capital to think and create

3. A bifurcated society where both are happening and our communities must deal with income inequality, human rights abuses, and extreme poverty

When people talk about the future of human resources, they’re not pulling big ideas from books. They are parroting press releases from technology firms that explain the “how” and obfuscate the “why.” 

Payroll and human resources software will continue to evolve and merge into business-focused platforms that allow us greater visibility into productivity and revenue metrics; it’s happening because businesses are in a race to the bottom to reduce labor costs. 

History books show us that powerful people do abhorrent things in the name of progress. And if you’re not reading, you can’t identify patterns and see the warning signals of a human resources technology industry gone drunk on itself. 

So, I’m not asking you to read a massive textbook and create a technology-driven HR model for the future. I’m not even asking you to read a book about human resources. The #HRBookClub wants to help you develop a habit of curating better content in your life. We want you to invest your time and attention in better stories.

I hope you’ve been reading our #HRBookClub selections. We’ll be talking about both books on February 28th at 2 PM ET on Facebook and making more announcements about the book club. Hope you can join us! 


My favorite trend on the internet is a wannabe guru telling you to beware the rise of gurus. There’s a special place in hell for someone who thinks his mediocre story inspires you to action; however, there’s another special place in hell for the guy who suffers from imposter syndrome, writes how much gurus suck, and wants to be one.

TL;DR Internet sucks.

I’m impressed with people who get shit done. It’s hard to write and publish a book that’s read by over 125 people. It’s difficult to launch a blog, produce a podcast, manage an email list, develop your speaking skills, and communicate quirky ideas to a hostile world that prefers to make fun of you.

Throw in some exercise and diet advice, and the peanut gallery will eat you alive. Sure, the peanut gallery is chocked full of slow and chubby motherfuckers scared of their shadows. But they’re brave and loud on the internet. They’re also your target market if you’re a guru. Oh, the irony. Takes a lot to filter out the noise from people incapable of changing their lives, and, also, need your message. 

Funny enough, exercise helps.

I’m not here to write a love letter in praise of gurus and self-help authors who turn tricks at conferences and make a healthy living on your insecurities. But I am here to tell you I see your collective shame and vulnerability bubbling up to the surface of your social media accounts. It’s unproductive and unappealing to watch you criticize people who stand at the plate and take a swing.

The motivational speaking market is full of Amway-like products and services that benefit marketers at the bottom of the pyramid. Criticize how we got here in our society because people always get to a place where some huckster gives us a golden ticket or sells us a potion to cure our ails. That’s the American narrative.

You can also share your pertinent thoughts on the trend in self-help books that everybody is empowered and can change from the inside by rethinking X to get to Y. It’s the hero who emerges as a better version of himself through incremental change, but it overlooks systemic racism, sexism, and ableism. Assumes everybody is white, middle-class, and faces the same ingroup set of challenges.

A robust critique is long overdue. Start there.

But nothing worse than someone who is so sure of himself in the shadows but can’t stand his ground in the spotlight. Guard against taking to the internet and criticizing icons and celebrities who get under your skin for no good reason other than that you don’t measure up. 

Maybe you’re good enough, and maybe you’re not. Just don’t be one of those decent church-going women — with their mean, pinched, bitter faces — who sit in fear and judgment of something they don’t understand, something that’s created for them to save them. We see you for what you are, and we want to send you one of those self-help books. You need it.


all jobs suck

My email inbox is full of messages from people just like you who hate their jobs.

Earnest folks. Men and women with degrees, professional careers, student loans, and mortgages. Human beings who are frustrated with work and have nowhere left to go except the internet. They google I+Hate+Work or I+Hate+HR, find my blog, and confirmation bias kicks into high gear. They feel like they’ve found a woman who hates work as much as they do.

It’s true. I hate work.

But all jobs suck. Even the good ones. Don’t email me just to complain. And, if you do, expect a templatized response.

Hello, Sally. Thanks for reaching out. I’m sorry to hear work is so stressful. I will tell you something you don’t want to hear: All jobs suck. There are highs and lows in every field. Want to feel better about work? Worry less about your career and care more about your life outside of work. Get a few hobbies or rediscover your friends. Gain perspective on what matters to you.

I know you see people on the internet who seem to love their jobs. They are lying. Okay, maybe they’re telling the truth. But they’re happy regardless of the work. And happy is the wrong word to use. Most likely, they are resilient. Happy people fall back on relationships and extra-curricular activities when a job is stressful or unsatisfying.

Do you have a best friend? Something to distract you from a tough day at the office? A creative outlet? No? Well, here’s my advice: Take work less seriously and reprioritize your life. Make a list of three things you would do if you had a day off tomorrow. Take the day off and do one thing. Get greedy and do two things. Or be disruptive and tackle the whole list.

Can’t take the day off? American PTO policies suck! Don’t be a jerk, but work 22% less hard tomorrow. Take a longer lunch or go on an extended Starbucks break. Get balance in your life by grabbing that balance back.

You can do it. I believe in you.


People hate this response, but, years later, they write back and thank me for my pragmatic advice. They know I’m right. Yes, HR sucks. I’m sure your boss is a dick. But all jobs suck, even the good ones, and most of us are in a prison of our creation. Time to open the door from the inside and let yourself out.

To help reach more miserable people, I bought and will link to this blog post. Unhappy workers who hate their jobs will wind up here with you and everybody else who wasn’t born wealthy and has a job that sucks. This post will serve as a permanent reminder that feelings are temporary and jobs don’t suck forever. It’s possible to step off the treadmill and grab control of life.

The permission slip you’ve been waiting for — to take the day off, care a little less, or quit their jobs — has arrived. And it didn’t come from HR.



tax cuts

Close your eyes and think about what you love most about your job. Is it the job title? The salary band? Do you enjoy logging into your laptop and checking email? If I had to guess, your answers would fall into one of three categories: money, moments, and meaning.

You’re not alone.

Data from the WorkHuman Research Institute shows you don’t stay with a job because it pays a little more than it did in 2017. Likewise, you don’t stick around and work for a company where the leadership team is disconnected from the workforce, you feel isolated from your colleagues, or you lack a central purpose in your career.

You keep a job because there’s a meaning behind your work. The best jobs turn co-workers into friends and pay employees enough to achieve financial goals.

Money, moments, and meaning are the divine pillars of the best talent attraction and retention strategies. Those three components help leaders and HR professionals find and keep the best and brightest workers in the marketplace.

So, why not implement creative strategic HR programs to find talented people, pay them well, and keep them motivated with meaningful work? You can do it. Mercer reports that about one-third of American companies plan to redirect tax reform savings to employee rewards. You can leverage the new changes in our tax laws to benefit your entire workforce.

It starts with a little research on the opportunity at hand.

The HR Opportunity Behind the Tax Cut

A few months ago, the U.S. government implemented the most significant change to the tax code in more than 30 years. Some businesses now have a 21% corporate tax rate instead of 35%. Also, the Tax Cuts and Jobs Act calls for a one-time tax rate of 12% on cash returns and 5% on non-cash for corporate money repatriated from overseas.

Without getting too complicated, this influx of cash could represent an unexpected opportunity for both global businesses and small companies to invest in the workforce.

Tax reform is already driving changes in corporate recruiting strategies. More than 260 companies have announced bonuses or wage increases as part of this new tax law, which is a good start. Some people call this a PR stunt, but wages have been flat since the Great Recession. The workforce is due for a raise.

But that’s just the beginning. While I think the tax cut provides an opportunity to reward workers for helping companies emerge from the recession, there’s an opportunity to go beyond short-term thinking and show your organization’s commitment to creating a human work environment.

Invest Your Tax Savings Into Social Recognition

As a leader, you can take this historic moment and hand out a check, or you can invest in long-term strategic initiatives that recognize individual performance and rewards excellence.

I’d spend the money on a strategy that shores up your culture. For example, social recognition is a proven management practice that unlocks the full potential of people by providing purpose, meaning, and appreciation for the work they do every day.

Investing in your workforce is not only responsible in a fiscal sense, but it’s also an opportunity for you to elevate your employer brand. Leading companies such as Hershey and Bristol Myers Squibb have embraced social recognition software and crafted rewards and recognition programs that ensure employees have a sense of purpose and meaning throughout the year.

Social Recognition Pays Long-Term Dividends

Work is all about money, moments, and meaning. You can’t separate one without compromising the other. Social recognition is a practice that incorporates all three elements and is scientifically proven to aid in talent attraction strategies and make existing employees feel valued.

So, it’s essential to seize this opportunity and consider the consequential changes to the U.S. tax law. Use your company’s tax benefits to elevate the employee experience. Invest in money, moments, and meaning through the acquisition of social recognition software. Be creative and take this historic opportunity to differentiate your company’s brand and gain a competitive advantage in the marketplace.

You won’t regret it.

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