Most professionals don’t go into a leadership position thinking about the ways in which they can kill their new career. But what if you knew beforehand the skills needed to be a successful leader, ones that could potentially help you avoid a “crash and burn” career? Well, that’s exactly what Martin Moore, founder and CEO of Your CEO Mentor, and I discussed in a recent episode of Let’s Fix Work. In this blog post, I want to share two common misconceptions made by leaders.

Misconception #1: Communicating Effectively
When it comes to communicating as a leader, Martin says it’s important to realize that being able to talk is not the only skill needed. He says, “It’s about listening and understanding the people that you’re talking to. And, you need to have the ability to get the most out of your people by having the leadership dialogue that brings out their best.”

Communication is a two-way street and is also more complex than the word implies. The most effective leaders have the ability to listen, understand, and empathize with their team members.

Misconception #2: Building a High Performing Team
Building a high performing team is a lot harder than it sounds, according to Martin. He goes on to say that many leaders say they have built a high performing team, but when you quiz them on it, they don’t really know what that means.

So what does it mean to have a high quality team? Credentials on a resume, work experience, and awards or recognition does not solely make a high quality team. In fact, you can still have amazing talent on your team. But Martin says, “It boils down to people being happy, getting on well together, AND actually delivering the outcomes that’s required of them by the organization.”

Knowledge is power, right? I believe understanding leadership misconceptions is paramount to your success as a leader. To learn is to grow and by growing, you open the doors to becoming the best leader you can be. And I ask you, if you’re not learning or growing, what are you doing?

If you’re looking to improve your leadership skills and want to hear from a man who knows a thing or two about leadership (and has a killer Australian accent), then head over here to listen to this episode of Let’s Fix Work.


We’re proud to be sponsored by Ultimate Software. They’re a leading cloud provider of people management solutions with a commitment to continuing education for HR, talent, and payroll professionals.

Ultimate Software is hosting dozens of free educational HR workshops around the country. Check out for more information on how to earn free HRCI, SHRM, and APA recertification credits.

This week on Let’s Fix Work, I welcome entrepreneur and technologist, Armen Berjikly. Armen currently serves as the Senior Director of Growth Strategy at Ultimate Software, where his expertise in human-computer interactions drives Ultimate’s artificial intelligence platform and direction. Prior to his time at Ultimate Software, Armen served as the Founder and CEO of Kanjoya, Inc., a workforce intelligence company that pioneered critical advancements and understanding of human emotion. Yes, all of this makes Armen expertly able to talk about AI in the workplace.

If you’re interested in the hype, the reality, and hope of AI in the workforce, then sit back and listen to this episode of Let’s Fix Work.

In this episode you’ll hear:

  1. The intersection of artificial intelligence (AI) in the world of work
  2. What AI is and what it is not
  3. Human Resources and AI: what AI is doing to help individuals make better decisions. Plus, will AI replace HR professionals?
  4. The importance of building a code of conduct for AI
  5. The red line that technology should never cross
  6. How AI enables HR professionals to do their job more efficiently and how it enables them to enjoy their job
  7. AI can help HR make decisions with more competence and more fairly
  8. Armen’s outlook as a leader, on the current state of work in the world today

“Solutions are rarely simple. It’s rare to just throw a machine at a problem and magically everything will work, right? It has to be a partnership, like a symphony.” ~Armen Berjikly, Senior Director of Growth Strategy, Ultimate Software

“It’s so easy to put technology on a pedestal and worship it. But that’s not the role that technology needs to play in society. We have hard decisions to make. Can technology help us make decisions better, more fairly, more quickly, and help us lead better lives?” ~Armen Berjikly, Senior Director of Growth Strategy, Ultimate Software

Resources from this episode:

Thank you to our sponsor:

Armen on Twitter

Armen on LinkedIn:

How Your HR Department Can Develop an Ethical Stance on AI:


Whenever I come across news reporting on gun violence and mass shootings, which is almost daily, I remind myself what’s happening in our country is not normal.

Gun violence, which is often linked to domestic violence, is terrorism. And terrorism is happening more frequently at work.

Last week, the worst happened. A gunman shot five people in Aurora, IL. Their names are:

Clayton Parks, HR Manager
Trevor Wehner, HR Intern and Student at Northern Illinois University
Russell Beyer, Mold Operator & Union Representative
Vicente Juarez, Forklift operator
Josh Pinkard, Plant Manager

The shooting is the latest in a very long string of attacks by men who are disturbed, agitated, and take out their anger and aggression on colleagues. The individual in Aurora? Shocking nobody, he’s a convicted felon with a history of violence against women.

The GoFund Me for the victims of the Aurora shooting can be found here.

Right now, America’s largest HR association is engaged in a dialogue about how to help convicted felons find work after they are released from prison. It’s called “Getting Talent Back to Work.”

Getting Talent Back to Work is a national pledge open to all organizations that was signed even before the formal announcement by the U.S. Chamber of Commerce, the National Restaurant Association, the National Retail Federation, the American Staffing Association, SHRM, Koch Industries, Dave’s Killer Bread Foundation and more. Organizations are pledging to give opportunities to qualified people with a criminal background, deserving of a second chance, which creates successful outcomes for employers, all employees, customers and communities. Ninety-five percent of people in prison will be released—that’s more than 650,000 people every year. As they re-enter society, people with criminal backgrounds are deprived of employment opportunities and organizations are deprived of qualified talent, creating harmful consequences for millions of people.  

The argument goes that, once our neighbors and family members people have paid their debt to society, we should make it easier for them to find jobs and return to normal lives. SHRM believes that HR can be a positive force for change and help these men and women contribute to society.

I’m supportive of this initiative, but there’s more work to do.

While it makes sense for HR professionals to be recruiting advocates — and former criminals are an untapped talent pool — we should also be advocates for colleagues who are victims of domestic violence. We should push for better funding for mental health programs. And we should fight for commonsense gun reform to protect our employees from localized forms of terror, too.

Those three things alone would be game-changing for every American worker and might make a lot of people feel better about working alongside convicted felons.

So, tonight I’m going to say a prayer for the families in Aurora and also pray for SHRM to use its sizable lobbying powers and financial coffers to tackle the problem of criminal justice reform and physical and psychological safety at work.

That’s what HR should be all about.


Today is Carnival of HR Day, a splendid celebration of writers and thinkers who create fabulous HR content.

This year, blog submissions were down. So, instead of waiting for people to send links, I’ve gone into the community and pulled some of the best articles I’ve read.

That’s right. I still read HR blog posts. Do you?

Sarah Morgan kicks off the carnival with a post about race, dialogue, and debates.

Doug Shaw wants to know where good ideas come from?

Mollie Lombardi is writing about real-time pay visibility and other lessons from the US federal shutdown.

Kris Dunn writes about regrettable career decisions, bold career moves, and criticism.

Katie Augsburger offers five HR mind-shifts we all need to make.

Dorothy Dalton thinks it’s time to KonMari your career.

Mary Faulkner walks us through her HR career journey.

Lars Schmidt tells us how a CHRO should plan their first 100 days.

Tim Gardner writes about how he could’ve done more in his career to stop discrimination.

Kate Bischoff is doing what she does best and writing about harassment with an eye towards how we manage grief.

Kate is also doing double-duty on the Ultimate Software blog and writing about whistleblowers.

Don MacPherson describes the future of energy in America by interviewing an expert named Lauren Azar.

Joey C. Price interviews Esther Weinberg and asks, “Why is dignity such an important aspect of the workplace? Is lack of dignity an unintentional occurrence?”

Fabulous blogger Sabrina Baker writes about stepping into a new HR role.

Prasad Kurian writes about OD Managers and the unconscious of the organization.

Tim Sackett is big enough to write about himself in the third person and ask, “What Does Tim Sackett Do?”

Kathy Rapp wants to know if money buys happiness?

Robin Schooling tells us about her work-life balance challenges and managing the care of her aging mother.

Wendy Berry gives us an overview of her 2018.

Tracie Sponenberg asks, “HR is changing. Are you?”

Brad Galin writes a motivational post about not giving up.

Wally Bock wrote a review of Cal Newport’s new book called “Digital Minimalism: Choosing A Focused Life in A Noisy World.”

Melissa Fairman wants you to save your sanity this time of year.

Steve Browne is writing about people, people, people, and HR.

Tamara Rasberry also has a fabulous 2018 year in review.

Mike Haberman wants to know if a new minimum wage should come with an education?

Renée Robson writes that your organization is drifting and you have no idea.

HR Jazzy says that black blogs matter — Y’all Want to Play?

John Sumser is writing about security and the HR center of excellence.

Jane Watson would like to help you understand toxic cultures.

Red Branch Media wants to tell you which social media platforms work best for your company.

Ben Eubanks celebrates the 50th episode of his podcast.

Wendy Dailey talks to Aiko Bethea about #HRUprise and the conversation about HR, women, the LGBTQ+ community and other topics that will fascinate you.

Jonathan Segal is writing about Valentine’s Day and kindness.

Here’s what Katrina Kibben learned by writing 60 job posts in 60 days.

John Baldino is writing about choosing happiness, excellence, and intentionality.

HR Bartender writes about the next challenge in the workforce—loneliness.

Dan Miller at Globoforce writes about storytelling, the Grammy’s and Michelle Obama.

Claire Petrie also revisits 2018.

Dave Ryan writes about ageism and being a white guy.

Ginny Engholm writes that the future of content marketing is female.

Carlos Escobar helps us to be more patient, say thank you, and contribute a little more to the world.

Achievers submitted an interview with Lauren Brittingham of BayHealth Medical Center.

William Tincup shares the top 25 reasons the HCM industry wants Workday to implode.

Paul Hebert believes that ageism is real and it’s your fault.

Madeline Laurano gives us a look ahead at talent acquisition.

The Recruiting Animal interviews Robert Smith, not from The Cure.

The folks at Limeade want you to know why they love Tim Gunn. Spoiler alert: he’s keynoting their conference.

Jeanette Bronée wants you to create remarkable relationships.

Yvonne LaRose writes about OD and Title VII Consulting.

Greg Poulin gives us an article about HR and benefits trends for 2019.

Nicole Roberts wants to motivate us and tells us to do it, anyway.

Ryan Estis shares the traits of mindful leaders.

Neil Morrison leaves us with this thought: we need to embrace the truths that hurt.

Like what you read? Want to read more? Check out the Carnival of HR twitter account and write something interesting for next month’s edition!


I recently welcomed Dr. Julena M. Bonner to my podcast, Let’s Fix Work. Dr. Bonner is an Assistant Professor in the Management Department of the Jon M. Huntsman School of Business at Utah State University.  She recently wrote a research paper on unethical employee behavior and creating an ethical environment in your company. In layman’s terms that means she researched why employees do things like spit in people’s food or assault customers who mistreat them.

Not only did we talk about why employees participate in this kind of bad behavior, but Dr. Bonner also provided some sound advice for employers, managers, and organizations that will help them mitigate it too. And guess what? It all comes down to company culture and ethical work environments.

So how can organizations be sure the employees they hire won’t spit in a customer’s food? Dr. Bonner says first we must, “disrupt this process.”  Her research found that companies that cultivate and maintain an ethical culture, a culture where employees perceive that the policies, practices, and procedures strongly underscore ethical principle, can help disrupt this intuitive process of doing bad things. Why is this so? Dr. Bonner says because by being surrounded by ethical policies and practices, people tend to think more naturally about the ethics of the situation.

The next question that comes up after learning how to mitigate this bad behavior is, “Well, how can we create an ethical environment for our company? We do have an ethical code of conduct. That should be enough. Right?”

Not exactly. As Dr. Bonner points out, it’s important to understand that having a statement of conduct or ethical code of conduct does not mean you have an ethical working environment.

True ethical cultures where informal values are exemplified come from leaders, from the top down. That’s right, folks, ethical environments start with leaders.

Leaders play an important part in developing and maintaining an ethical culture. Dr. Bonner explains that’s why it’s so important for organizational leaders to develop themselves as ethical leaders. In doing so, they put themselves in a position to role model ethical behavior, which in turn builds an ethical climate.

Dr. Bonner summed it up best when she said, “When a work environment has a strong culture of ethical behavior to your formal policies and informal values exemplified by other employees and managers, employees are more likely to control their reactions and behave professionally when they’re mistreated by the customer.”

The bottom line is this: Ethical culture can help mitigate employee responses to customers who mistreat them. And Dr. Bonner is optimistic about this approach.

So is it time for you to fix your work environment? If so, listen to my full conversation with Dr. Julena M. Bonner.  In addition to discussing ethical environments and how to foster good employee behavior, we talk in-depth about moral philosophy, Dr. Bonner’s research, and more. Listen to our full conversation here.


We’re proud to be sponsored by Ultimate Software. They’re a leading cloud provider of people management solutions with a commitment to continuing education for HR, talent, and payroll professionals.

Ultimate Software is hosting dozens of free educational HR workshops around the country. Check out for more information on how to earn free HRCI, SHRM, and APA recertification credits.

Martin Moore is the founder and CEO of Your CEO Mentor. He is a successful CEO who has already walked the path of leadership and is now sharing what he knows about leadership with others.  He is the “leader from down under,” and is also my guest this week on Let’s Fix Work.

In this episode, Martin and I talk about the five ways to kill your leadership career, the core skills needed to be an effective leader, as well as, the state of leadership today. So if you’re looking to improve your leadership skills and want to hear from a man who knows a thing or two about leadership (and has a killer Australian accent), sit back and enjoy this episode of Let’s Fix Work.

In this episode you’ll hear:

  1. Core leadership skills needed in the workforce today
  2. How to know if you’re ready for leadership
  3. Tips for delivering feedback or receiving feedback when a conflict arises
  4. How to avoid ambiguity as a career killer
  5. Being mindful and focused as a leader and the need to carve out time for mindfulness
  6. Martin writes that far too many leaders are working at the wrong level. He explains what this means
  7. Martin shares what Your CEO Mentor is and the programs it is bringing to leaders in 2019 and beyond
  8. Why resilience is so important to being a CEO and leader
  9. The importance of integrity and character
  10. Creating a company culture from the top down

“There are five basic skills for a leader. The first of those is communication, and when I say communication it’s not just talking, because all leaders can talk. It’s about listening and understanding the people that you’re talking to. And, you need to have the ability to get the most out of your people by having the leadership dialogue that brings out their best.” ~ Martin Moore, Founder and CEO, Your CEO Mentor

“Leadership drives culture and culture drives performance.”  ~ Martin Moore, Founder and CEO, Your CEO Mentor

Resources from this episode:

Thank you to our sponsor:
Martin Moore’s website:
Connect with Martin on LinkedIn:
**Listeners Receive a 15% discount to Martin Moore’s Leadership Beyond the Theory program: Use Discount Code LFW15 (Code is valid from Feb. 1st-28th. Class starts on Monday, March 4th)


Super excited to announce that Ultimate Software is sponsoring Let’s Fix Work for the next few months.

Ultimate Software is an American technology company that develops and sells UltiPro, a cloud-based human capital management solution for businesses. That’s payroll, HRIS, talent management, engagement, employee experience, and all the nerdy stuff that goes along with getting you paid and making sure you love your job.

It’s a significant achievement because Ultimate Software has never partnered with a podcaster before, and they trust me enough to collaborate on Let’s Fix Work over the next 12 weeks. We have fabulous guests lined up including Armen Berjikly and Rana Hobbs, along with Kevin Kruse and Dan Pink.

(Okay, maybe not Dan Pink. His people keep turning me down, but, nevertheless, I’m persisting!)

I’m also eager to spread the world about Ultimate Software’s free HR workshops where you can improve your skills and earn HRCI, SHRM and APA recertification credits.

It’s so important to stay current in the field of HR, and these free and local courses will help you learn and network at the same time. Click here for more information —>

So, please help me welcome Ultimate Software to the Let’s Fix Work family. They’ve been named as the best places to work in tech, they scored 100% on Human Rights Campaign Foundation’s 16th Annual Scorecard on LGBTQ Workplace Equality, and they are a Great Place to Work® Certified Company.

It’s an honor to work with an organization that’s walking the talk and fixing work!


What is SHRM?

The Society for Human Resource Management (SHRM) is the world’s largest HR professional society, representing 300,000 members in more than 165 countries. You can find their website here:

What is the purpose of SHRM?

According to the SHRM website, “SHRM provides education, thought leadership, certification, community, and advocacy to enhance the practice of human resource management and the effectiveness of HR professionals in the organizations and communities they serve.”

Where is the SHRM headquarters?

The SHRM headquarters are in Alexandria, VA. The SHRM address is 1800 Duke St # 100, Alexandria, VA 22314. The last time I was there, it was an office building with a small bookstore in the lobby.

You can find them on a map here:

Who runs SHRM?

Johnny C. Taylor, Jr., SHRM-SCP is the President & CEO. Mary Mohney is the Chief Financial Officer. Emily M. Dickens, J.D. is the Corporate Secretary and Chief of Staff. Jeaneen Andrews-Feldman is the Chief Marketing and Experience Officer. James L. Banks, Jr., J.D. is the General Counsel. Nick Schacht, SHRM-SCP is the Chief Global Development Officer. Alexander Alonso, Ph.D., SHRM-SCP is the Chief Knowledge Officer. Jessica Perry is the Chief Digital Officer. Marc Goldberg is the Chief Technology Officer. Wendi Safstrom is the Executive Director of the SHRM Foundation. Lisa Connell is the Executive Director of HRPS. Lynn Shotwell is VP and Head of Global Outreach & Operations. Achal Khanna is the CEO of SHRM India & Business Head of Asia Pacific and MENA. Mike Aitken is SVP of Membership.

Sean Sullivan is the new Chief HR Officer of SHRM, which has to be the most meta-HR job out there.

You can find the leadership email addresses here:

Who is on the SHRM Board of Directors in 2019?

Right now, the Chair is David Windley, SHRM-SCP. Other directors include Coretha M. Rushing, SHRM-SCP, Johnny C. Taylor, Jr., SHRM-SCP, Janet Alberti, Melissa Anderson, Sally Hornick Anderson, SHRM-SCP, Michelle Bottomley, Steve Browne, SHRM-SCP, Thomas W. Derry, Johanna Söderström, Patrick Wright, Ph.D., and Gretchen Zech, SHRM-SCP.

You can reach the group at with any questions.

Is SHRM political?

Depends on who you ask, but they tend to mimic and mirror the US Chamber of Commerce in many ways.  In advance of the SOTU, SHRM just published a report about the “world of work” and immigration.

Why should I have a SHRM membership?

A SHRM membership gives you access to content, courses, materials news and conferences to help improve your core competencies in HR. Additionally, a SHRM membership provides access to a community of like-minded individuals who care about the field of Human Resources.

Does a national SHRM membership cover my SHRM state council’s dues?

No, you must join your local and state SHRM chapters separately.

How much are SHRM membership dues?

SHRM Professional Membership is $209/year. Global membership is $95 if you live outside of the United States, and you can pay in Rupees.

What is a SHRM certification? How do you become SHRM certified?

SHRM offers testing and credentialing for business professionals who demonstrate an aptitude in the field of human resources. You must pass an exam to become SHRM certified; from there, you can recertify using continuing education credits.

Which SHRM test should I take?

There are two types of SHRM certification: the SHRM-CP and the SHRM-SCP. You can learn more here:

What is the SHRM Certification test like?

According to the SHRM website, “The SHRM-CP and SHRM-SCP exams contain two types of multiple choice questions: stand-alone knowledge-based items that assess a candidate’s knowledge and understanding of factual information, and scenario-based situational judgment items that assess a candidate’s judgment, application, and decision-making skills.”

See their webpage for more information:

Is the SHRM certification the same as an HR certification?

No, there are various types of HR certification tests. Please visit the websites of HRCI, CEBS, APA or explore getting your MBA, which is the ultimate HR certification.

Why is the SHRM certification important?

SHRM certification is essential if an employer asks for the credentials in a job description.

Where to buy the SHRM learning system?

You can buy the SHRM Learning system anywhere online or on Amazon.

What is a SHRM conference?

SHRM conferences are structured events where business-focused speakers provide insights and ideas to audience members who want to learn more about the topics relate to the field of HR.

Events are open to members and non-members for various rates. Find SHRM events and how much SHRM conferences cost here:

Where is the 2019 SHRM Conference?

The 2019 Annual SHRM Conference & Exhibition is in Las Vegas, NV.

Where is the 2020 SHRM Conference?

The 2020 Annual SHRM Conference & Exhibition is in San Diego, CA.

What are SHRM webcasts?

Per the website, “SHRM webcasts cover important HR and workplace topics such as hiring, recruiting, onboarding, certification, labor laws, open enrollment, benefits, interviewing and more.”

You can learn more here:

Are SHRM webcasts free?

Many if not all of them are free.

Per the website, “Most SHRM Webcasts are available for three months after their live broadcast. Unless otherwise noted, these programs are approved to offer professional development credits (PDC) for SHRM-CP and SHRM-SCP credentials. SHRM webcasts are also approved by the HR Certification Institute for recertification credit hours. Programs approved for HRCI business credit or Global HR credits are indicated after the program date.”

You do not need to be a member to listen to these webcasts.

Can SHRM help me calculate a turnover rate?

If you are a member, you have access to information on how to calculate the turnover rate.

Can SHRM help me document reasonable suspicion?

Yes, if you are a member, SHRM can help you document reasonable suspicion. Here’s the article.

Want more SHRM information? Visit today. Please send HR-related questions to and Laurie will try to answer them.


Are you spending a lot of hours pitching to people who, in reality, are never going to buy your services? If so, the answer to this problem is simple, make it easy for people to buy from you. But how the hell do you do that?

Recently Hung Lee, founder of, joined me on my podcast to discuss the real currency of business: relationships. Hung and I also had an honest chat about what it takes to actually make a sale.  And guess what? It’s really hard to sell stuff. Today I wanted to touch on something eye-opening that Hung shared with me and it will help you to sell with more ease.

First, there are two main problems that come up as it relates to customer acquisition: familiarity bias and business credibility. Hung says, “Customers need to discover you very easily.” One part of the customer acquisition discovery process is that buyer and seller simply don’t know each other. The customer isn’t familiar with you or your work.  You may be using mailing lists or doing outbound calls to try to make connections. But your success rate at converting these potential leads using outbound strategies is close to zero: zip, zilch, nada.  

Furthermore, if you have no credibility (aka social proof) that you are a reputable company (because you are a new business), you’re out. A customer won’t give you the time of day. So when new businesses use the outbound approach, they can’t overcome those first two problems, familiarity bias and social proof.

To circumvent these problems, “You have to reverse the flow of information,” says Hung.  He put it like this, think about where your energy is going when you do an outbound call; you are pushing information out. You need to be pulling customers towards you instead.

So how do you draw potential customers to you?

Hung says by using inbound marketing, you can create spaces, either physical or digital, where your audience can actually come to you, unexplored and on their own.

When crafting your inbound marketing content, use topics that are interesting or important to your target market. You can answer some of their frequently asked questions or provide information that is useful to them in some way. Some examples of inbound marketing content can include: blog posts, podcast episodes, articles or downloadable content (reports, infographics or checklists).  

Bottom line: If you can encounter a potential customer in a neutral space, that’s when you can start building a relationship. More importantly, that’s when you can give yourself an opportunity to have a future conversation that will lead to business.

“In a connected world, people need to be very conscious of where the flow of information is and if you’re a businessperson or an entrepreneur, you need to be standing at the confluence where that information flows for your particular market or industry.  You know you can have flaws in every single thing you’re doing. But if you stand in the right place, you’re going to be alright.” ~ Hung Lee

Whether you’re an entrepreneur just starting out or a seasoned careerist who is looking for strategies to sell your products or services with ease, listen to this episode of Let’s Fix Work.


Can HR fire me?

The answer is yes and no.

You can be fired for nearly any reason and at any time as an American with few exceptions. However, it’s rare for HR to fire you.

If you are fired, the decision to fire you comes from someone else. A supervisor or manager can fire you for just about any reason. An HR professional will coordinate the process and make sure the reason you are fired is grounded in legal reasoning. They are also there to explain your rights and benefits when you leave the organization.

HR professionals rarely have the authority to fire an employee summarily.

Can HR force my manager or supervisor to fire me?

Some people run afoul of the HR department, but your local human resources representative cannot force your manager to fire you. If you are fired because HR doesn’t like you, it most likely means that your manager didn’t like you.

Often, HR is a scapegoat.

Can HR fire me if I am a whistleblower?

The Whistleblower Protection Act can shield federal workers from retaliation. However, this law doesn’t apply to private-sector workers, many of whom are fired for reasons that are, on the surface, unrelated to their whistleblower activities. There may be state protections or other ways private citizens have rights and privileges. Contact an employment lawyer or attorney for more information.

But, again, I can’t stress this enough: HR professionals rarely make a decision to fire anybody. In most organizations, the decision to fire an employee is made by a supervisor or manager. The local HR department clears the determination with the legal department or outside counsel and simply processes the paperwork. When the decision to fire someone has been made, HR can offer limited support and explain the next steps to the affected employee.

Should HR support workers? Of course, but sometimes that’s not enough to protect you from being fired.

Can I blame HR for being fired?

Sure, but it’s not always fair or accurate.

I hate HR.

Maybe you should hate the corporatist agenda that puts a bureaucratic layer between you and your supervisor due to outdated, 20th-century labor laws and vote for federal and state candidates who will have your back. Or maybe you should go work in HR.

Have you got HR questions? Email Laurie at and she’ll try to answer them on her blog.

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